It has been noticed that most managers are good at their work – i.e., they consistently achieve their targets, supervise employees efficiently, assess performance and provide feedback as well as training opportunities.
Yet, alas they are still not able to motivate employees enough to stay with the organisation. Employee turnover is no laughing matter as losing high-performing talent leads to spiralling HR costs of hiring, training and placing candidates. Not to mention productivity losses galore. And the onus falls on the manager, as an old adage goes, “Employees don’t quit their jobs; they quit their bosses!”
Well, the heart of the matter is that only if a manager can engage his staff, will they be motivated to work harder, build commitment and be loyal. In short, they will no longer leave at the drop of the proverbial hat! But, actually motivating employees to stay is a tough proposition. Let’s take a look at some of the key factors that will aid retention:
Hire right – Effective retention begins with proper hiring policies. If you can select the right employees who will fit in with the job and company culture, they are more likely to stay.
Healthy relationship – Building a positive relationship with your subordinates is pivotal. For this, you should be fair, decisive, competent and respectful in your dealings with the staff. Make efforts to support them, solve their problems, build team spirit and earn their trust.
Personal equations - Take the time to sit down and individually talk to your employees. Get to know them by finding out what matters to them, what they like, value, need or lack and provide the same.
Open communication – Employees always want to know what is happening in the organisation and why. You should inform them about the ‘big picture’ visions, goals, strategies and developments. Meet regularly to provide crucial information and answer their questions. Also, be highly visible and accessible always – not just when there is a problem.
On the work front – Make it a point to provide meaningful work, challenging tasks and reachable goals and the employees will be hard-put to leave the job. You should display confidence in the abilities of your staff and delegate important tasks well. Along with this, also empower them with requisite responsibility, authority and autonomy.
Give employees clear direction and lucid reasoning for their work. Explain how their daily tasks are critical to the company’s operations and success. Providing adequate career development and growth opportunities will also make them less likely to leave.
Recognise – An efficient manager is one who takes the time and effort to recognise employees’ activities, efforts and accomplishments. Display consistency in both applauding and rewarding talent. Look for the positives and don’t let the smallest opportunity go by. Only when employees know that their hard work will be noticed and appreciated, will they be motivated enough to stay.
Employee involvement – Employees also want to feel involved in the processes and decisions of the company, especially those that affect their jobs. Soliciting their input and ideas will further involve them in the company activities.
Look within – Employee retention calls for leadership motivation, potential and integrity on your part. You should be able to meet the expectations and aspirations of your staff.
Also, be enthusiastic about your own job, only then will the infectious fervour spread to the employees. Above all, learn to treat your employees well and genuinely care about them. It is bound to show!
Apart from this, you can get employees hooked on to the job with above-average salaries, choice of attractive incentives, flexible work options and promoting work/life balance.
Last but not the least; always remember that different people want different things. Some employees may be motivated by money or benefits, some by recognition and rewards, still others by effective feedback or training opportunities.
The motivation is never the same. The trick is to understand what each individual wants and provide accordingly. If still unsure, the best thing you can do is ask employees outright and they will be more than willing to enlighten you!
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