Schedule biweekly check-ins. Having informal one-on-one conversations every other week with staff that report directly to you can be a great way to track their progress and get employee feedback. If an employee is experiencing an issue with a shift lead or coworker, you can identify the problem early and address it before it becomes a major issue. This is also a good time to communicate to the employee what is expected of them.

Have team meetings. Having weekly or daily team meetings is a great way to begin a shift. During this meeting, take some time to discuss the shift goals, operating plan or challenges for the day. This meeting should be brief, no longer than 10 or 15 minutes, and it should focus on communicating important events to employees, keeping them focused and motivating them for the shift ahead.

Hold Quarterly Q&A sessions. Once each quarter, consider holding a company-wide meeting where employees from all levels can openly ask questions. If employees seem reluctant to participate, try allowing them to submit questions anonymously prior to the meeting.

Email Often. While communicating in-person is a much more personable approach to relating to employees, email is another option that should be utilized. When working with a large number of employees, it can be challenging to plan meetings that each employee can attend. Sending electronic memos to staff and department leaders allows you to bypass this issue.

Be accessible. Streamline employee access to the human resources department by providing a single email address that they can send inquiries to. Once this process is established, let employees know that their opinions matter by providing a specific time frame for their response.

Creating a culture that is straightforward and transparent about all aspects of the business, including challenges and financial information, may boost employee moral and potentially reduce turnover.