Hi, Please let me know the right way to motivate employees for retention. Would appreciate If you share some ideas. Thank You Bilquis
From India, Kolkata
From India, Kolkata
Dear Bilquis,
What is the nature of your query? Are you a student or a professional? Is a low motivation problem in your company or someone else's company? You feel that employee motivation is below the expected level. Have you done any kind of study to measure motivation? Earlier, I had given an exhaustive reply about attrition analysis. Check the following link to refer it:
https://www.citehr.com/519562-employ...ml#post2211229
As far as employee motivation is concerned, earlier I have given two lengthy replies. Check the following links:
https://www.citehr.com/427885-motiva...ew-policy.html
https://www.citehr.com/576428-motiva...ml#post2334479
If you wish to know about employee motivation from an academic study point of view, then you may click the following link:
https://www.citehr.com/35175-differe...otivation.html
Go through the above links, find out what exactly is your problem, make an action plan, and then come back to us again. Please note that any action plan has to be based on sufficient study of the organisation. Sans the study, motivating the employee may become a wild goose chase.
Thanks,
Dinesh Divekar
From India, Bangalore
7883What is the nature of your query? Are you a student or a professional? Is a low motivation problem in your company or someone else's company? You feel that employee motivation is below the expected level. Have you done any kind of study to measure motivation? Earlier, I had given an exhaustive reply about attrition analysis. Check the following link to refer it:
https://www.citehr.com/519562-employ...ml#post2211229
As far as employee motivation is concerned, earlier I have given two lengthy replies. Check the following links:
https://www.citehr.com/427885-motiva...ew-policy.html
https://www.citehr.com/576428-motiva...ml#post2334479
If you wish to know about employee motivation from an academic study point of view, then you may click the following link:
https://www.citehr.com/35175-differe...otivation.html
Go through the above links, find out what exactly is your problem, make an action plan, and then come back to us again. Please note that any action plan has to be based on sufficient study of the organisation. Sans the study, motivating the employee may become a wild goose chase.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Dinesh,
I appreciate your move towards the answer. I am working as a HR in a company and I am having 3 years of HR Experience and I want to come up with a lot of employee retention and motivational ways so that I can work in the right direction. I want employees to feel good and positive about the place they are working in and As per me, this is a very job of a HR.
Thanks a lot for sharing the links to me. I will surely go through and come up with queries If I find some.
Thanks,
Bilquis
From India, Kolkata
I appreciate your move towards the answer. I am working as a HR in a company and I am having 3 years of HR Experience and I want to come up with a lot of employee retention and motivational ways so that I can work in the right direction. I want employees to feel good and positive about the place they are working in and As per me, this is a very job of a HR.
Thanks a lot for sharing the links to me. I will surely go through and come up with queries If I find some.
Thanks,
Bilquis
From India, Kolkata
Dear Kultaran S Soni,
If you know that a section of employees is overburdened and the other section underutilised, then this is an operations management problem. It cannot be solved through motivation. You need to study the causes of both, overwork and underwork. You need to:
a) study the flow of the work
b) measure the turnaround time of each major process
c) measure the turnaround time of the various sub-processes of each major process
d) identify bottlenecks in the processes
e) measure the labour hours and machine hours for each process
f) find out whether the process compliance is measured
g) identify the turnaround time and other activities are measured meticulously
h) identify the scope for free flow of communication and that too in a standardised manner. Identify the scope of the introduction of new forms, templates etc.
g) identify means of recording the failures and study the pattern of the failures.
While employee motivation is important, it cannot solve the problem of demotivation arising out of the deficiencies of the operations.
Lastly, don't ever think of hiring a motivational speaker. While the motivation level may go up for a while, the speech's effect will wane sooner than later!
Thanks,
Dinesh Divekar
From India, Bangalore
If you know that a section of employees is overburdened and the other section underutilised, then this is an operations management problem. It cannot be solved through motivation. You need to study the causes of both, overwork and underwork. You need to:
a) study the flow of the work
b) measure the turnaround time of each major process
c) measure the turnaround time of the various sub-processes of each major process
d) identify bottlenecks in the processes
e) measure the labour hours and machine hours for each process
f) find out whether the process compliance is measured
g) identify the turnaround time and other activities are measured meticulously
h) identify the scope for free flow of communication and that too in a standardised manner. Identify the scope of the introduction of new forms, templates etc.
g) identify means of recording the failures and study the pattern of the failures.
While employee motivation is important, it cannot solve the problem of demotivation arising out of the deficiencies of the operations.
Lastly, don't ever think of hiring a motivational speaker. While the motivation level may go up for a while, the speech's effect will wane sooner than later!
Thanks,
Dinesh Divekar
From India, Bangalore
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HR Manual (Employee Hand Book).doc