To that end, make sure your line managers receive focused training on tracking their team members’ work hours. Most importantly, teach them how to address the root cause of the problem and make sure no one feels they need to work overtime.
6. Map out clear progress plans for each team member
Whether someone joins as a junior and rises through the ranks or comes straight into a management role, if they don’t feel they have the space to grow and develop while working at your company, they’ll go elsewhere in search of more senior positions.
To combat this (and to make sure you’re not just training talent on behalf of your competitors), give everyone progression paths tailored to their career goals. These paths should have clear timelines and realistic milestones that you review periodically to keep communication open.
At Digitaloft, we offer everyone a £1,000 training allowance each year, which they can use towards courses, industry events and conferences, or to gain additional qualifications and certifications that they feel will benefit them.
Results? We see people at all levels taking their success into their own hands, working to improve themselves, reaping the rewards and, in turn, creating growth for the organization. Ultimately, that 80k or so investment pays off without breaking a sweat.
7. Take a zero-tolerance approach to disrespectful customers
While there is room for disagreement, healthy debate, diplomacy and professional expressions of grievance, there is never any need for outright rudeness.
Let’s say you own an SEO company with 10, 15 or even 20 years of experience in the industry. In that case, you’ve probably developed a pretty thick skin on things like this, but that won’t apply to everyone on your team, especially the junior members.
Dealing with disrespect, insults or discrimination can have a huge impact on your employee’s mental health, so it’s your duty as a leader to step in and protect your people.
Treat your team members with the same respect you would want to receive, even if it means burning bridges with a paying customer.
Although it may sound counterintuitive from a commercial point of view, it is quite the opposite. Happy employees are more productive, helping you win more customers than you lose.
8. Recalibrate assumptions about mental health
As the conversation around mental health opens up, people are shedding stigmas and access to support is improving.
To attract and retain the best talent, don’t cut corners. Instead, prioritize mental health and share how your company supports the needs of its employees.
As standard, you should offer:
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Health cashback programs (prescription cashback, quick access to GPs, counseling sessions, reimbursements for natural treatments).
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Mental health first aid training for internal team members.
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Resilience and emotional intelligence training for managers.
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Taking paid mental health days (as you would for physical illnesses).
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Champions of inner well-being.
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Support before, during, and after one faces difficulties.
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Zero-judgment spaces where people feel comfortable asking for help.
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Above-average maternity, paternity and parental leave allowance.
Eventually, if you don’t offer these benefits, one of your competitors will.
9. Communicate like your life depends on it
Okay, your life might not depend on it, but your company sure does.
From experience, there are four ways to keep communication open as teams grow, each serving a different purpose:
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Weekly snapshot updates: Each week, share a summary of highlights, challenges, and upcoming projects with your entire team. You can share in any way you communicate internally. Everyone feels contained and no one hears things on the grapevine.
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Monthly newsletters: Once a month, share a detailed view of your successes, challenges, strategies and personal victories. Invite each team to contribute, sharing what they’ve been working on over the past few weeks and whether they could use the support of other departments.
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Quarterly group meetings: When it comes to opening doors to new talent and accommodating individual work preferences, having remote or hybrid teams can be a game-changer. But nothing compares to in-person meetings when it comes to cementing friendships and sparking creativity. Once a quarter, give each team a budget to organize a meeting that includes strategy sessions, team building activities, and some social activities.
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Annual meeting of all agencies: At a prominent point throughout the year (perhaps around Christmas or the end of the financial year), bring your entire agency together to reflect, celebrate and explore what lies ahead. These meetings are an opportunity to share progress against annual goals, celebrate milestones, raise awareness of ongoing projects, and allow everyone to share their knowledge. This face-to-face interaction is vital for remote teams as it breaks down communication barriers.
10. Create diverse communities internally
People are simultaneously more connected and disconnected than ever before. In fact, according to new research from Meta-Gallup, nearly 1 in 4 adults worldwide now struggle with feelings of loneliness.
But as employers, you have a responsibility to combat this loneliness epidemic by implementing measures to help your teams cultivate a real sense of community spirit. If you don’t, you risk ending up with a disengaged workforce and mental health issues across the organization that impact performance.
At Digitaloft, we asked our teams to suggest internal community groups they would like to join. Two examples that have taken off are CraftLoft and BookLoft – no prizes for guessing which is the focus of these.
These teams have a virtual and physical presence in the agency, with dedicated Slack channels for members to connect whenever they want, alongside regular face-to-face meetings.
I also recommend hosting forums by volunteers focused on neurodiversity advocacy, individual well-being, and philanthropic efforts. They contribute to the wider atmosphere of belonging and participation.
