Ever wondered what makes an employee Leave a company or a job? Yes. Then you’ve got the wrong perspective of dealing with Employee Retention. What you need to do and what you really need to know is how to make an employee stay on a job or with a company.
Here are my top 10 Employee Motivators and Engagers for any Organization to adopt to ensure Employee Retention.
Employees that perform well on the job or if they are motivated at the workplace, it is because they are emotionally and mentally invested. An employee who enjoys working and is in a job that really challenges his/her abilities is bound to stay on longer on the job because of the learning and experiences.
You give good work to people, share benefits (intrinsic and extrinsic) with them for working hard and voila! You have hit the nail on the head.
Employees feel valued and settled when they are challenged and involved at their workplace. When they feel that their decisions and their choices are valued. When they are involved in making the workplace a better place and its success. Show the employees how their tasks are leading to the achievement of the team’s goals.
3. On a Mission
This is why it’s so important for Organizations to make the vision, the mission and the goals of the company visible to everyone on board. It becomes more real when everyone is paddling the same boat.
So give your Employees a Mission to work on, a reason to struggle everyday and a will to fight any challenges thrown at them. Make them feel that the company’s mission is their mission.
Employees learn to trust their employers when they feel that with responsibility they have also been given authority and power to exercise their opinions. Trust breeds trust. Confidence breeds Confidence. When you trust your employees with decisions and responsibilities. You’re basically telling them they are capable.
Employees who feel that they are adding value to the company and to their teams would continue to make an effort. Retaining knowledge leaders who know that they are star performers and that they are making a difference by being around is easier when you make processes that are transparent so that people their efforts in accomplishing tasks.
Employees who are empowered feel more responsible for tasks that they are assigned. Empowerment brings responsibility and accountability both and works well for everyone.
Employee empowerment can be slowly incorporated into the culture by assigning KPIS, financial decision-making and team management.
Humans enjoy company and they like being cared for and appreciated. Support, complements and words of encouragement can make miracles happen. Employees may ditch financial aid for a supportive working environment, which makes them feel better. Women would always prefer being employed in an organization that helps them, motivates them and also that gives them support and respect.
8. Paid well
Employers almost always say that Salary for “Good Employees” is not important and that “Loyal Employees” will stay with the Company. But this is what I always explain to organizations, you may not be the market leader in Compensation, but you must reward your Good Employees with Compensation that is worth their worth. Its unfair for a deserving resource to be expected to display loyalty without expecting financial assistance.
Everyone works to get paid to be able to manage life and responsibilities. When an employee deserves a good pay because of his consistence performance and good work ethics. Then the company must provide him with a good Salary and work benefits. The likelihood of an employee doing better at his job is more when his personal issues and his family are well taken care of.
When you give challenging assignments to your employees must have an incentive to do well. If with consistent hard work and loyalty they deliver, there has to be a promised reward. Promotions celebrate achievement and they celebrate growth. Therefore Promoting to better grades or titles should ONLY be done in an organization when an employee deserves it and not because he expects it. His expectation should also map with his performance worth. If an organization provided promotions and fancy titles to employees every appraisal cycle even when they truly don’t deserve it. It creates a dangerous culture of nepotism and bigotry. Then no real hard work is celebrated within the organization and good talent starts leaving.
Work Mentors and Coaches make all the difference. They not only create a personal relationship with their mentees but also give job security to their Mentees.
Work Mentors help elevate an employee’s vision of his 9-5 job. They help motivate them by giving them good career and sometimes personal advice. Employees with Mentors are least likely to switch the job. It also helps to identify red flags, when an employee is dis-satisfied for any reason. Mentors can help Human Resource teams and also Managers to get an internal perspective of the employees.
Maheen Noor Soomro, HR Super Heroine. 10 Years of HR & People Management. Talent Acquisition Ninja Style. A Career & Life Coach. Co-founder & partner at my Entrepreneurial Venture Called Mushawar Consulting, a Business, Technology & HR Consulting Firm. A Staunch Supporter of Women & Youth Development and Empowerment Initiatives. Counseling Students & Professionals. I believe in Helping others Help themselves. You can read more from me at http://www.maheensoomro.com and Mushawar Consulting or follow me on Facebook & Linkedin to stay updated with the latest trends!
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