Finding great young employees is one thing, but motivating them and keeping them for the long term is another. In a lot of Western countries however it’s a must. With the numbers of experienced and high quality workers reaching retirement ever-more commonly, finding young blood to replace them and mould into their boots is another.
Studies from HR recruitment companies suggest that retaining employees is one if not the single greatest challenge there is in organisations. So, in short, keeping people happy, giving them those opportunities through training and using leaders programs is a necessity nowadays when hoping to retain the best young staff for the long term.
Replacing employees is not only an irritation, but it also costs money and in most businesses this can run into the tens of thousands. In larger businesses this can run into millions in a year and really is not a good thing.
One of the most commonly utilised ways to keep employees is through using the PRIDE process – what is it? Well, we take a look.
Positive Training and Working Environment
One of the main reasons people quit is down to their relationship with their immediate supervisor. However, many managers are unaware of how their actions affect staff and turnover. The big issue here is management training as this plays a crucial role in maintenance and retention of staff. Managers need to understand how to retain staff and increase employee engagement in the business.
Recognise and Reward the Right Behaviour
People want to feel appreciated and though money works to an extent, appreciation and rewards for the right behaviour work more so. Non-monetary incentives can be far greater than monetary ones. So, whether it’s a birthday cake for an employee or a more creative solution such as a First American’s offer of the Greased Monkey award of a plastic monkey, jar of Vaseline and a $50 dinner cert offered to computer technicians who are the best at solving issues in the company – it’s all about recognition and appreciation.
Getting people involved in work gives them a sense of ownership of that work. Listening to employee’s advice and tips creates a healthy environment that people can get to grips with. For instance, Google’s offering to let employees work an evening a week on a project they felt most suited to is one such example of involving employees and empowering them by doing so. These things create interest and involved and when people feel like this they know they’re an intrinsic part of the business.
Career opportunities are as important as money and as many as four in ten workers in studies say they’d be happy to leave their job for an equally salaried one if they hand more chances for career development. Offering your workers the chance to train and improve themselves not only helps you as a business but it also encourages them to stay within your business and creates lower rates of employees moving elsewhere.
Regular evaluation is the key to constant improvement. This allows you to see what’s working for your workforce and how to progress. It looks at attitudes, morale, engagement and turnover in the workforce and is ever so important at keeping staff. Here are some ways to evaluate:
- Employee surveys
- Interviews and surveys concerning new and leaving employees
- Flexible work arrangements
- Measure cost of turnover
- Tell managers they are responsible for turnover of employees
- Better matched employment processes
- Look into high turnover departments or areas of the business
- Design orientation programs and hone them
So, in conclusion even though employees love the fast cars that we offer at 3monthcarhire.co.uk and enjoy many of the other material perks – there’s so much more to motivation as you can see.
With these tips you should be able to keep your employees for longer and accelerate your businesses performance.
Cormac Reynolds is a lover of great motivation techniques and has written about this area regularly. He enjoys his work and can relate to the PRIDE way of thinking.
Article publié pour la première fois le 08/11/2013