If you’re a manager or supervisor, it’s your job to make sure your staff not only gets the work done, but finds fulfillment in their jobs. If you don’t, you’ll spend a lot more time than necessary in the hiring and training cycle because unfulfilled employees don’t tend to stick around. Start by busting a common myth. It’s not about the money. Rather, it’s about employee motivation and retention in a number of non-monetary ways.
While keeping employees happy may sometimes seem like “mission impossible”, following a few guidelines will help most of your employees feel good about the time they spend at work. Training and developing employees is the first step toward creating happy employees. In addition, this week’s Fulfillment Tips offers four additional simple ways to give employees more reasons to stay on the job than to leave it.
If you’re an employee, let management know … Continue reading Keep Your Employees Happy
What keeps you up at night? If you’re like many executives today, you’re worrying about employees — how to attract good ones and how to keep and motivate the superstars you already have.
Building and managing a great team takes constant vigilance. You have to know what makes your employees tick, what motivates them to be great. You have to provide rewards, monetary and otherwise. And you have to model leadership behavior. Sounds like a tall order? It can be fairly simple if you follow these ten basic guidelines.
Empower Your Employees to Shine By Helping Them Own Their Gifts at Work As you interact with employees, see every one as unique and gifted, especially the star employees. Your role as a good boss with outstanding leadership qualities is to find the innate gifts within each one of your fellow employees as you interact with them. Work with … Continue reading Ten Ways to Keep Your Star Employees
Despite the increasing rise of unemployment and staff cutbacks, recent studies indicate that over 80% of global business leaders believe that “people issues” are more important today than they were just three years ago during a booming economy.
Further research shows that most employers continue to struggle with retention because they rely solely on salary increases and bonuses to prevent turnover. Clearly, money itself is not the only answer to hold onto your core talent. A good employee retention strategy includes intangibles such as relationships, growth potential, and overall corporate culture.
How does your company keep your top talent?
Successful companies know how to lessen employee turnover by knowing what makes their high performers fulfilled in their jobs and then working even harder to make sure those needs are being met. Studies consistently show that even though employees may say they are leaving for more money, when those … Continue reading How to Keep Your Top Talent
Employees are the backbone of your company, but you might be overlooking this potential gold mine as you contend with economic issues, a hectic schedule and an overload of pressing projects. In the process, you’re bypassing a valuable resource.
In developing your employee retention plan, forget about the raises and the big bonuses; that’s pretty much out of the question these days anyway. Instead, focus on the people themselves. Give your employees what they need to succeed. Here are six tips for turning good people into great staff members.
Ask the experts. When it comes to their jobs, your employees are the experts. So go right to the source by asking your staff to suggest ways to improve productivity and in their jobs. Beware, however. You don’t want them to see your inquiry as a way of piling on their already heavy workload. Have faith. Some … Continue reading Give employees what they need
Use your training—both internal and external—to develop happy employees. These people are motivated and want to build up your company. When everyone is onboard working for the common good, great things happen.
So what steps can you take to develop these motivated, productive employees? One key lies with effective training. Here are seven ways you can train your employees for growth and productivity.
Train them in jobs they like. Transfer responsibilities from your worker that he or she finds boring, dull, or uninteresting. There are others for whom routine gives security. This frees up your worker to take on new and more interesting work. When your staff finds their jobs exciting and challenging, they will be happier and more productive. Give your employees room to develop more control. Help your employees self-manage. For some you can simply let them loose. Let them choose work time, break time, … Continue reading 7 Essentials for Training & Developing Happy Employees
As a manager, motivating and helping your employees succeed ought to be among your top priorities. You need to build a succession plan with a leadership bench that is broad, wide, and deep. The people in your work group need the leadership, direction and support that only you can provide. In this article, you’ll find seven proven strategies managers can use to help employees reach their full potential and be ready for the next move up the organizational ladder.
Employees who have gaps in their knowledge and skills aren’t able to do the job as well as managers need them to. American schools are training workers who are woefully unprepared for the jobs of America’s future. Not every worker needs to be a college graduate. Indeed, perhaps 30-40% of new jobs will require college degrees. However at least 89 percent will need some post-high school vocational training. … Continue reading Men and Women in Leadership – Helping Their Employees Succeed
Recent research from Towers Perrin reveals that U.S. workers remain focused on their jobs despite the tough economic climate, job layoffs, and other business challenges. On the surface, this may seem positive to employers who are concerned about retaining key talent or reducing the costly effects of employee turnover. However, the study also revealed that relatively few of the surveyed employees exhibited high levels of engagement or personal attachment to their jobs.
In short, what this study underscores is that there exists an ever-growing “rational endurance” within the corporate world in which key employees base their desire to stay at a non-engaging or non-fulfilling job they know they should leave solely on the safety, comfort, or security of being employed.
Ultimately, these very contagious feelings of being stuck, paralyzed, or unable to leave their jobs because of a limited job market result in a disengaged or disenchanted workforce focused on … Continue reading Highly Engaged Workplace
You’ve got both feet on the corporate ladder and you’re moving up. How can you avoid a slip-and-fall that could take you down a rung or two, and cause permanent injury to your career? Here are five common mistakes that potential leaders make and what you should do instead:
Laying bricks Acting like a manager Staying in the zone Taking credit Listening to yourself
It’s not easy keeping a smile on your face in today’s business environment. Employers are faced with laying off employees, cutting benefits, workplace perks like bottled water and birthday parties. Managers and employees alike are focused on survival. Enjoyment seems to have taken a back seat.
It’s easy to let the good times roll when business is booming. But when times are tough, it’s more important than ever to create a positive work environment.
According to a recent article in the Chicago Sun Times, even in a lackluster economy, there are numerous inexpensive ways to improve morale of your staff. Here are several tips from the experts at Winning Workplaces about how managers can improve the workplace for their employees.
Survey your employees. Successful employee retention and promotion begins with assessment. Get their feedback on existing programs and on what they think they need. Even more important, use an … Continue reading Tip: How Managers Can Improve Employees Workplaces