Retaining and finding good staff is becoming harder and harder. Positively influencing staff is one way to develop an environment and culture where people want to do well and want to stay.
I'd like to share with you some methods for doing just that however first let me explain the reasons it is getting harder to keep good staff and why it matters.
The reason for developing a culture that is decent to work in is becoming critical in the war for talent. Australia, like a number of other western democracies, has an ageing workforce and a declining birth rate. This is sometimes described as a high dependency ratio.
The key factor for business will not be the over population of the world, of which we have been warned these last 40 years. It will be the increasing under-population of the developed countries such as the US, Japan, Canada, Australia and those in Europe.
It is no coincidence that the Prime Minister of Australia has been talking about the ageing of our work force. In Australia there are currently five working persons for each person age 65 or older. That is expected to change to 2.5 working persons for each person age 65 or older by 2050. A significant demographic shift is forecast to occur between 2011 and 2021 when the largest number of "baby boomers" will be age 65 or older. The government proposes that one way to prepare for the predicted labour shortage and higher dependency ratio is to continue the employment of mature age workers past the normal retirement age.
All of this leads to a situation where employees will seek an employer of choice. In the research that I've done there's clear evidence that this is already starting to occur.
"When you look at personal growth as a motivator, you change the way employees think about their work, you help them become more capable, and you give them a meaningful purpose in coming to work." - Unknown
You can save big $$$$$$$The bottom line, it is cheaper (more cost effective) to run a positive work environment than to try to coerce people to work harder or longer. It takes some 5 - 8 percent of an employees salary to change behaviour if the reward is cash based and 4 -5 percent if it is a non-cash based incentive. That doesn’t mean it is easier. In fact it is difficult to the degree that we are all busy trying to make a dollar.
Do you know there is ample research to show people are more motivated by recognition than money. Despite this it is rare that a business has a systematic process for thanking staff let alone some other accomplishment above and beyond. Simple fact - many of the coming X and Y generation won’t put up with coercion and fear tactics to keep a job. They will seek out work places that are positive, productive, able to learn new skills and enjoyable. In short Employers of choice or what I call a "Good ~ Boss"™ environment.
“People are defining their careers more by who they would like to work for over the issue of the job they would like to work in. I have seen prospective employees with a list of companies or industries they want to work in and actively pursue opportunities, rather than the traditional method of assessing existing opportunities.” - Kym Quick, Alliance Recruitment
So what’s the issue - why don’t managers do it?
My conclusion is, people lack the time and the skills to come up with ways to do it.
Some kick-off tips
- Seek people based on their values not their skills alone.
- Make good behaviour a habit.
- Use staff to develop the program.
- Ask staff what they would value as recognition.
- Make programs public.
- Change the program often.
- Be aware people are all different, so avoid one size fits all.
If you’re a manager
- Thank people personally for a good job.
- Write and thank people as well, or even give them a framed letter.
- Do it publicly.
- Have celebration gatherings.
- When did you last call a staff member in and say thanks for a job well done? Most staff think the worst when called into the bosses office, why do you think that is?
- Get a persons work covered for them when they go on leave.
- Have a masseur come in and give staff a massage.
- Give someone who doesn’t own a company car a car wash voucher or three.
- What is the sweetest sound in the world–––.? A persons name, so why not use it a little more.
- Do you acknowledge people who contribute good ideas or do you take credit - this is real “Good Boss Bad Boss” behaviour.
- What stops a manufacturer from putting the staff names on the first product off the production line?
- Run a staff competition to name a product and then reward the winner.
- Do you recognise your Administration or Personal Assistants on Secretary's Day (or National Office Professional's Day? What about a bunch of fresh flowers?
- Have a communications day, or reward and recognition day.
- Photograph and name those who executed a special project successfully.
- Movie money is an excellent reward for some people especially if they have kids.
- Give people a luncheon voucher for themselves and a friend at work.
- Ask the MD to call and recognise an outstanding effort.
- Give someone a magazine subscription.
- Thank family members by mail for their support when someone has to travel a lot.
- Take a staff member out for a coffee.
- Recognise birthdays.
- Use a gift associated with some ones hobby or interests.
- Send flowers or a fruit basket.
- Make or buy morning tea for the group while you have a meeting.
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Effectively Find, Inspire & Retain Talented People