Want to grow? … Let’s look at your current or prospective employees
Once you grow a certain size or want to keep growing – you need help. This usually comes in the form of contractors or more formally – employees.
But how do you keep them motivated enough to sell your product and/or services as they did on Week 1 of their employment with you?
Have a think about the following:
Set clear stepping stones that your staff can conquer and strive for (and please keep up your end of the deal!)
Don’t be behind the times – have the latest IT within the office. Doesn’t have to be the latest super dooper IT software/programs – but don’t live in a cave! And don’t expect your employees to either.
Promote a healthy balance between life and work. Maybe lead by example?
Why not provide a dinner for two; a weekend away tour/hotel deal, extra days paid leave, the latest iPod etc etc etc. These have an enormously positive motivator effect and reward employee´s commitment and outstanding performance
Promote an open door policy. Invite feedback (both in private and public ways). If an idea has been chosen or considered, recognise the person publicly. Give timely and proactive response in addressing the concerns and suggestions.
Review salary packages regularly to keep in line with the market and in line with the employee’s performance.
Provide opportunities for people to make decisions about and control and/or influence their own job.
Treat staff consistently
Do not create rules for everyone, when just a few are violating the norm.
Promote self development and training programs both internally and externally.
Constantly remind employees of your vision and goals for the Company so they understand the big picture and are able to contribute.
Constantly keep your ear to the ground regarding any internal conflicts/disagreements/whinges and act quickly and fairly. Don’t let the sparks turn into a blaze.
As you can see – it’s not always just money that keeps an employee happy and loyal!
Why do some of the above? – To keep low staff turnover as they’re happy staff, reduced hiring costs, upkeep company image and to GROW YOUR BUSINESS!!! Make your employees feel pride and satisfaction for belonging to your business.
A timely article for myself as I have a client/friend who is struggling with this very issue at the moment. He is unable to see the benefits of trying to keep the staff if it involves him paying more money. He only looks at the cost and not the positive outcome in turns of increased turnover and productivity.
I dare say that he is indicative of a lot of small business owners. I am going to add this article to the information I have put together for him over the last few days.
Darren – glad the article is of practical help to you and your client!
Great post!
One thing I’d add: An often overlooked angle is to hire the right people in the beginning. Too often when you have a person in a role they’re not suited to, you get friction, which gives rise to many of the items you mentioned above. Of course, if you’re in regular contact with your staff (‘keep your ear to the ground’), this should be uncovered fairly quickly.
It’s also impossible to train someone if they don’t have the right underlying traits/characteristics for a particular role – there’s only so much training can do, it’s not a miracle worker
I couldn’t agree more. Thanks for pointing it out Andrew. Prevention is definitely better than cure (and the firing line!).
I can only agree with this post and Andrew’s additional comment!
It’s not always more money that will motivate. It is beyond me that so many bosses and owners do not 1) develop AND implement a thorough hiring process and 2) simply ask what motivates their staff.
I can empathise that it seems easier to employ the best of the bad bunch because there seems to be a urgency for work to be done. The cost of hiring the wrong person can be painful, even catastrophic.
When bosses/owners don’t take the time to get to know their team they miss out on such rich and valuable info that can lead to cost effective and innovative ways to sustain a reliable, dynamic and loyal workforce.
I could go on, but the points have been made and I really value this post Janna!
You rock
Sally