Bring in some food.
Work is good. Paychecks are better. Brownies in the conference room? The best!
Make work interesting and challenging.
Seriously. According to a new survey by Virgin Pulse, 58 percent of employees love their job when it’s challenging.
Send the sickies home.
If you don’t pay for sick days, you should. If you harass your sick employees to work while they are lying on the couch with a high fever, you’re not winning any love. Plus, sick people in the office? They spread germs and make everyone sick. Make sure your company policy includes paid sick days and encourage people to use them.
Get rid of the bullies.
Employees are happier when they aren’t working with horrible jerks. If you love and appreciate your good employees, fire the jerks
Don’t just follow the law.
OK, you have to follow all employment laws, but following the law exactly isn’t a sign of high morality.
Give great references for your former employees.
If you had a great employee who used to work for you, make sure you tell her future prospective employers how awesome she was. Why does this help you? Because how you treat your former employees tells your current employees what to expect. If they see that you respect people who have left, they know you respect them as well.
Stay off their social media accounts.
No employee loves a boss who stalks them on social media. Show your employees love by ignoring their personal social media accounts. Let them have their own private lives.
Solve problems directly, not through policy.
If you have an employee who always comes in late, deal with that employee; don’t start a draconian policy of deducting vacation for everyone who walks in five minutes late. If you have an employee who does sloppy work, don’t require all your employees to copy you on emails. Just handle the problem directly. Everyone will love you for that and love you even more for not micromanaging them.
Adopt a culture of openness.
Let your people know what is going on and they’ll respect you and be able to plan their lives accordingly. If you can’t trust your team, fire them and get a new team. If you can trust them, let them in on the secrets.
Some employees love structure and like to punch a clock. A lot more value flexibility. Telecommuting twice a week? Leaving early on Tuesdays for a graduate seminar? These things make people love to work for you. When they know they can take care of life and work, they have more positive feelings toward the boss.
The original article appeared at Inc., Suzanne Lucas