To achieve organizational success, you need to hire a distinguished team and continuously direct your efforts toward keeping them motivated. Employee motivation has gained such popularity in recent organizational literature because hiring and training top talent takes a lot of effort and money on the company’s part. Hence, if one fine day your employees feel that they have gotten as much as they could out of their job and decide to leave, not only would that cost you a good employee but also their knowledge and expertise. Hence, employers are increasingly focusing on employee retention, and keeping your employees motivated to give their best is an important aspect of employee retention and given below are three ways how you can do that:
By giving your employees an aesthetically pleasing and ergonomic workspace
No one likes working in a dull and dingy workspace, and your employees are no different. Maintaining an aesthetically pleasing, bright, and open workspace will motivate your employees and help their mental well-being. An ergonomic and safe workspace is a basic necessity, and the absence of it is likely to demotivate your employees to an extent where they may not even like coming to the office anymore. Ergonomic workspaces feature office furniture that is designed to fit the individual’s body seamlessly without causing them discomfort or posture problems. If you don’t want your employees running to work related accident lawyers, your workspace should also be safe in terms of all OSHA rules, have emergency exits, and not feature any faulty furnishings or fixtures.
By getting involved in corporate social responsibility
Corporate social responsibility is essential for every company to engage in, especially when you want to keep your employees motivated and dedicated to you. Embracing customer social responsibility helps increase employee engagement and loyalty, and it makes them feel you care about a cause that is bigger than your profitability. When your employees feel that as a company you are committed to a bigger purpose – such as towards the environment or a social cause – they would ensure increased commitment towards their work. Besides that, your business would be benefiting from increased customer retention and a positive brand image. If you don’t already have a cause you’d be interested in, you should start looking for corporate donation opportunities as a start.
By giving them room to grow
Managers should take note that all good employees want to work, learn and grow in their careers. If you have good employees that you want to retain and motivate, you must understand their unique needs and give them room to grow within and outside your organization. Every role in your organization should have a defined and clear path toward roles in the future, and what skills would be required from your employee to match with those roles. This would give them a sense of purpose and understanding as to where they could stand 3 years down the line if they do all the right things. Also, you should allow employees to shift between different roles and departments if they are looking to enrich their experience, and help them explore additional opportunities for garnering skill and attention.
To retain your best employees, you’re going need to offer them a reasonable pay. This may be a little more difficult than done in certain organizations However, make sure that you’re not cutting corners on your salary. If they’re performing well enough to merit an increase, provide them with one. This lets them know that they are appreciated and valued. If you aren’t able to afford the same level of pay or raises as other companies you might consider a bonus based on performance for teams or employees.
End Up
Your employees would like to be challenged as it’s human nature. If they arrive every day with the same routine tasks to be completed with no end in sight and aren’t motivated, they can easily become disengaged. Set realistic targets for your employees can allow them to strive towards something tangible and also provide you as a supervisor with an objective measure of the performance of your employees against.
If your employees aren’t achieving their goals then you’ll know it’s time for them to go or improve their performance. If goals are met and achieved, ensure they’re acknowledged or at the very least recognized. This doesn’t need to be lavish, however, a small reward such as a lunch for the team or an internal emails that acknowledges the achievement will help employees stay focused on their next goal.
