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Managing stuff can get difficult...
Have you ever wondered why some of your well-performing and ‘good’ employees leave your company? There could be, in fact, ample reasons. Changing their present job to another one (with better conditions), moving abroad, starting a family, separating, taking on a gap year, and so on. As we can see, money is not always the biggest factor that compels an individual to hand in his or her letter of resignation. There are other factors that need to be considered, which will be listed in separate paragraphs below:
a) Increase your Employees’ Motivation LevelsThe HR and management of the company need to engage employees in new, interesting ways to keep them motivated. Few are, however, as important as creating a sense of personal progress in individuals working within the organization. Employees’ sense of belonging and improvement in their work is key to their—and the company’s—development.
For instance, if an employee proposes a new, creative way to improve his or her working environment, from which both the employees and the company can benefit, it must be encouraged and possibly implemented.
b) Train your Employees. Get Better Results.
Constant training will help the employees to acquire new skills that will keep them on their toes. Every employee working within a company has unique capabilities, needs, and obligations. Employees can discuss with each other, whereby they will not only be learning from each other, but also giving insights to their team members. As Armstrong rightly puts it, ‘they can readily put their learning into practice’ (Armstrong, 2009, p. 559 ), and as such, give a real dimension to the things that they are able to learn. At Muovo, we consider training as crucial, given that it allows you to know better and keep your workers giving them new tasks with higher responsibilities, perhaps. This avoids the tedious, expensive process of hiring new people.
From the employees’ viewpoint, knowing that their employers care enough to invest in their training is motivating, where, the concept of undergoing continuous learning is in itself a major morale booster. For them, this means that the management actually wants to keep them by investing in their training.
Engaged or Disengaged Employees?
There is a huge difference however between engaged and disengaged employees. Engaged employees take pleasure in the work they do and feel zero to little stress, even if they are doing challenging work. They are the ones who seem to mark how days are just flying by.
On the other hand, disengaged employees lack enthusiasm, motivation, and they seem to dread having to come to work. They are the ones who stroll around the coffee machine the longest, take cigarette breaks more often than the others (and perhaps stretching a 5-minute to a 10-minute break), and wonder what they are doing in the company. Tasks are done because that’s ‘what the boss says’ and not because they find any satisfaction in the work they do. A letter of resignation from such employees comes to no surprise.
c) Provide mentoring support
Mentoring gives employees feedback from the employer, perhaps showing how well they are doing within their organisation. More importantly however, mentoring allows employees to sound off on issues revolving around work, allowing them to resolve their problems efficiently. Note than mentoring can be facilitated internally or outside the organisation—choose whichever works best for you and for your employees.
Finally, every employee wants to feel that they are doing a good job, especially if they really are. This is why the management must make an effort to demonstrate their appreciation towards their employees to keep them motivated. Talk and interact with employees. Make them feel proud of the work they do. They need to feel that your company’s success is at least partially due to their efforts. Always remember that an employee who feels that he or she belongs to the company or organisation, is a happy employee. And a happy employee, is, more often than not, a productive employee.
For instance, if an employee proposes a new, creative way to improve his or her working environment, from which both the employees and the company can benefit, it must be encouraged and possibly implemented.
b) Train your Employees. Get Better Results.
Constant training will help the employees to acquire new skills that will keep them on their toes. Every employee working within a company has unique capabilities, needs, and obligations. Employees can discuss with each other, whereby they will not only be learning from each other, but also giving insights to their team members. As Armstrong rightly puts it, ‘they can readily put their learning into practice’ (Armstrong, 2009, p. 559 ), and as such, give a real dimension to the things that they are able to learn. At Muovo, we consider training as crucial, given that it allows you to know better and keep your workers giving them new tasks with higher responsibilities, perhaps. This avoids the tedious, expensive process of hiring new people.
From the employees’ viewpoint, knowing that their employers care enough to invest in their training is motivating, where, the concept of undergoing continuous learning is in itself a major morale booster. For them, this means that the management actually wants to keep them by investing in their training.
Engaged or Disengaged Employees?
There is a huge difference however between engaged and disengaged employees. Engaged employees take pleasure in the work they do and feel zero to little stress, even if they are doing challenging work. They are the ones who seem to mark how days are just flying by.
On the other hand, disengaged employees lack enthusiasm, motivation, and they seem to dread having to come to work. They are the ones who stroll around the coffee machine the longest, take cigarette breaks more often than the others (and perhaps stretching a 5-minute to a 10-minute break), and wonder what they are doing in the company. Tasks are done because that’s ‘what the boss says’ and not because they find any satisfaction in the work they do. A letter of resignation from such employees comes to no surprise.
c) Provide mentoring support
Mentoring gives employees feedback from the employer, perhaps showing how well they are doing within their organisation. More importantly however, mentoring allows employees to sound off on issues revolving around work, allowing them to resolve their problems efficiently. Note than mentoring can be facilitated internally or outside the organisation—choose whichever works best for you and for your employees.
Finally, every employee wants to feel that they are doing a good job, especially if they really are. This is why the management must make an effort to demonstrate their appreciation towards their employees to keep them motivated. Talk and interact with employees. Make them feel proud of the work they do. They need to feel that your company’s success is at least partially due to their efforts. Always remember that an employee who feels that he or she belongs to the company or organisation, is a happy employee. And a happy employee, is, more often than not, a productive employee.
Nikita Pisani @ Muovo
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