“The true way to render ourselves happy is to love our work and find in it our pleasures.”
~ Francoise Demotte Bille ~
Client Paul Asks: I’m tired of the same-old recognition presentations. I want my employees to know that I value them. I want to retain my top talent. But I want a fresh approach, a different way to recognize them.
Coach Joel Answers: You’re on the right track. Recently, when companies were asked if they thought employee aptitude or attitude was most critical for success, they chose attitude.
When you reward employees with interesting presentations, you will enhance workplace attitudes and keep your key people happy. But it doesn’t have to be boring. You can make those announcements of great performance fun and interesting.
Add a little humor, do something zany or off the wall to brighten things up. Or make it special or memorable.
- Place the commendation in the midst of a power point presentation. Imagine the impact on the room when a heart-felt commendation is presented, out-of-the blue in the middle of a meeting.
- Have fortune cookies made up with notes mentioning how great your employee or your team is. Then share them at a special presentation and see their faces light up.
- A personal, handwritten note, while not a public declaration, represents your time and indicates your appreciation in a way that is unmatched. Regular affirmations, even private ones, can make the recipient look forward to coming to work each day.
- Learn your employee’s favorite restaurant and give them a gift certificate for that place. Or perhaps tickets for their team’s event.
- Order a mug or T-shirt specially designed for the employee you want to recognize. Make the presentation and invite your worker to “dress down” and wear the T-shirt for the rest of the day. If it’s a mug, then fill it with his or her favorite coffee or tea.
- Throw a party for the honoree. Order in munchies, party hats or noise makers and let everyone know they are enjoying the break because of the great work of the employee you want to honor and retain.
- Award the top team with a lunch on you. Give them that freedom to eat and enjoy some down time as a way of saying “Thank you for a job well done.”
- Create a traveling “Good Job” trophy. It can sit on the desk of the employee you want to recognize for a week or two until the next worker is presented with the trophy.
- Make a giant card. Put it on an easel and have everyone write one thing they appreciate about your star employee.
- Construct a large sign with appropriate wording to honor your key player. It might be something that could hang outside his or her office for a period of time. It could be serious, wacky, or funny, depending on your office culture.
Paul, employees always appreciate a financial reward for hard work, but a creative presentation can make your workers feel valued. It will make the office more interesting and interactive. And when your staff is having fun and knowing they are appreciated, they will want to stay with you.
If you’re looking for unusual or interesting employee retention presentations, contact Joel. He’ll help you improve the attitudes of your staff.
Talkback: What out-of-the-box presentations have you given to reward your employees?
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“Over 70% of people leave their jobs because of the way they are led.”
~ Norman Drummond, Motivational Speaker ~
Client George asks: I staff a large organization in the tourism industry. There is a constant shuffle of employees coming and going. I need to know what a manager can do. Can you give me some employee retention strategies?
Coach Joel Answers: Maintaining a stable workforce is a key management issue and a strategy worthy of taking time to learn and implement.
There are many reasons employees leave a job. Some are out of your control, but you can influence many of the reasons. Here are seven problems and the solutions you can implement:
1. Lack of job satisfaction.Employees leave jobs because they are unrewarding.
Solution: Do a better job of hiring for the job. Make sure the individual will be happy in that particular position. Their skills, personality, and abilities need to match the job. Also, keep tabs on your employees with regular feedback. Be the kind of manager they can talk to so they will express their dissatisfaction early enough that you can implement changes.
2. Lack of Job Training. When employees don’t know their job or feel comfortable with it they tend to do a poor job. That leads to poor job satisfaction on the part of the employee and the manager.
Solution: Train your new hires.Evaluate the skills needed in all your employees and make sure they are proficient. Hire coaches. Find mentors.Studies show there is better job satisfaction and employee retention when your workers are well trained.
3. An organizational culture that expects long hours. In the tourism industry especially, there’s a culture of “Presenteeism” where hotel managers are expected to always be there. In other companies, the boss may be a workaholic and have his desk right beside the door. He knows exactly when each person leaves.
Solution: Set clear and reasonable expectations for your workers. Let them know what’s required of them. Watch for those putting in too many hours and find out why it’s happening.
4. Life-Work Conflicts. Each employee has unique needs and demands on his or her time. What may be a normal work load for one might create a crushing conflict for another.
Solution: Be aware of each employee and their needs. Consider flex time or other options. Just having an employee know that the management is aware of their situation and needs and is willing to make concessions is a valuable employee retention strategy.
5. Burnout. This is partly an emotional state of mind from too much pressure and too many demands.
Solution: Make sure your company is not cutting corners by deliberately understaffing. It creates resentment in your workers. Also evaluate whether you are creating unrealistic expectations for your workers. If your employees always feel behind and unable to keep up, they will leave.
6. Company policy duplicity. If employees think the company has different standards for different people. If the company says one thing and does another, it creates cynicism, resentment and high turnover.
Solution: Evaluate your company for its ethics. Is there favoritism? Are you promoting safe standards in training meetings and encouraging workers to violate them in practice? Create an ethical, fair company standard to keep your workers happy.
7. No Future. If employees feel they have no way to progress in a company, they’ll move.
Solution: Show each employee potential paths for advancement. Help them see this job as a career and a profession.Give them training and opportunities so they can step up. When you take an interest in their careers, you will retain your workers.
George, you are correct to be concerned about employee retention strategies. You can make a profound difference in the lives and wellbeing of your employees. They will thank you by staying with you and helping your company succeed.
For more recommendations with your specific company on how to retain your key employees contact Joel.
Talkback: What strategies have you used for employee retention? What has been most effective?