Retain continued...

3. Reward does not have to be all cash based as individuals’ requirements are different.  A great retention tool is to have some flexibility on how you reward your key employees.

4. Employees who are not yet giving you their best may need some training & development; this in turn will give them that incentive to consider remaining with your company.

5. Do not necessarily assume that the way you were managed is the right way to manage employees/colleagues.

Once we have attracted and employed people of high quality, we need to ensure that they sustain a high level of performance, which involves an understanding of how best to motivate individuals and teams. Here we can witness how many managers stumble into pitfalls of their own making.

Some believe that motivation is no longer an issue because automation has taken away the most tedious of jobs. Others consider that the only approach is by ‘carrot and stick’ whereby colleagues and subordinates will only work for the obvious extrinsic or punishment for errors. Then there are the slightly more sophisticated managers who believe that motivation is simply a case of “finding the right button to press” and, hey presto each individual employee will work enthusiastically, accurately and skilfully. If only it were that simple!

If you would like to explore further any aspect of this article please e-mail enquiries@hr-offshore.com