Dear Friends,
A new week is here for all of us.
I am posting a simple but very interesting article by Dob Grimme, giving useful tips for attracting, retaining and motivating employees.
Hope you will find it useful ( more specially the upcoming young HR professionals ).
Have a great week ahead.
Regards,
Shyamali
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1. Pay employees fairly and well, then get them to forget about money.
2. Treat each and every employee with respect. Show them that you care about them as persons, not just as workers.
3. Praise accomplishments...and attempts:
Both large and small
Verbally and in writing
At least 4 times more than you "criticize"
Promptly (as soon as observed)
Publicly … and in private
Sincerely
4. Clearly communicate goals, responsibilities and expectations. NEVER criticize in public - redirect in private.
5. Recognize performance appropriately and consistently:
Reward outstanding performance (e.g., with promotions and opportunities)
Do not tolerate sustained poor performance - coach & train or remove!
6. Involve employees in plans and decisions, especially those that affect them. Solicit their ideas and opinions. Encourage initiative.
7. Create opportunities for employees to learn & grow. Link the goals of the organization with the goals of each individual in it.
8. Actively listen to employees concerns - both work-related and personal.
9. Share information - promptly, openly and clearly. Tell the truth … with compassion.
10. Celebrate successes and milestones reached - organizational and personal. Create an organizational culture that is open, trusting and fun.
From India, Nasik
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16A new week is here for all of us.
I am posting a simple but very interesting article by Dob Grimme, giving useful tips for attracting, retaining and motivating employees.
Hope you will find it useful ( more specially the upcoming young HR professionals ).
Have a great week ahead.
Regards,
Shyamali
":":":":":":":":":":":":":":":":":":"::":"
1. Pay employees fairly and well, then get them to forget about money.
2. Treat each and every employee with respect. Show them that you care about them as persons, not just as workers.
3. Praise accomplishments...and attempts:
Both large and small
Verbally and in writing
At least 4 times more than you "criticize"
Promptly (as soon as observed)
Publicly … and in private
Sincerely
4. Clearly communicate goals, responsibilities and expectations. NEVER criticize in public - redirect in private.
5. Recognize performance appropriately and consistently:
Reward outstanding performance (e.g., with promotions and opportunities)
Do not tolerate sustained poor performance - coach & train or remove!
6. Involve employees in plans and decisions, especially those that affect them. Solicit their ideas and opinions. Encourage initiative.
7. Create opportunities for employees to learn & grow. Link the goals of the organization with the goals of each individual in it.
8. Actively listen to employees concerns - both work-related and personal.
9. Share information - promptly, openly and clearly. Tell the truth … with compassion.
10. Celebrate successes and milestones reached - organizational and personal. Create an organizational culture that is open, trusting and fun.
From India, Nasik
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Hi, It was really very good and a very useful one. It would definitely help us in the practical life also.. thanks for sharing such a wonderful article. Cheers, Sudha
From India, Hyderabad
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From India, Hyderabad
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Hi, A very nice article yar, I Hope my boss gets to read this once.....as he is lifetime busy and has no time for his employees.. Regards Preeti... :D
From India, Mumbai
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From India, Mumbai
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Hi! I hope so too. :D I also hope that I don’t make the misatkes that my bosses made. We should learn from others mistakes or fresh ones that they made. Regards, Shyamali
From India, Nasik
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From India, Nasik
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Hi Shyamali,
This is a very nice article, but how many bosses do you think will treat their employees like that? One out of a million! My boss will just shout at you even in front of other employees.
- Cathy
From Kenya
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This is a very nice article, but how many bosses do you think will treat their employees like that? One out of a million! My boss will just shout at you even in front of other employees.
- Cathy
From Kenya
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In spite of practicing all these in a fair way, young professionals of today are difficult to retain. For them, the sky is the limit. All the time, they try to explore and explore. We are finding it difficult. We attract the best, develop/train them to the best of norms but... the end result: Attrition. Time has changed.
Rajendra Gehlot
From India, Pune
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Rajendra Gehlot
From India, Pune
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Dear Rajendra,
Forget to retain anybody and develop the skill to replace as soon as possible. This is the life cycle. Sometimes up and sometimes down... You develop policies to retain employees, but you yourself try to get a better position and package. So, please forget the old song and start a new song of replacement. Continuously be in search of a substitute if an employee wants to leave.
"ORGANIZATION SHOULD TRY TO GIVE A BETTER PACKAGE WITH FINANCIAL & NON-INCENTIVE"
It is the GAYANTRI MANTRA to retain the employee; otherwise, you will face the music of retention.
Regards,
Sidheshwar
From India, Bangalore
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Forget to retain anybody and develop the skill to replace as soon as possible. This is the life cycle. Sometimes up and sometimes down... You develop policies to retain employees, but you yourself try to get a better position and package. So, please forget the old song and start a new song of replacement. Continuously be in search of a substitute if an employee wants to leave.
"ORGANIZATION SHOULD TRY TO GIVE A BETTER PACKAGE WITH FINANCIAL & NON-INCENTIVE"
It is the GAYANTRI MANTRA to retain the employee; otherwise, you will face the music of retention.
Regards,
Sidheshwar
From India, Bangalore
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Dear Shyamali,
I do agree with the points mentioned. However, you will agree that the most important factors which determine the level of motivation, attraction, and retention of employees is the "Relationship between Boss and subordinate." Gallup has proved that "Employee Joins company, leaves Managers."
It is the relationship that will decide the effectiveness of attracting good talent, motivating, and retaining them productively. Moreover, it's not an HR job to do so; HR can only play a role of facilitator for the line function to do the things that ought to be done to achieve the above.
You will agree that the relationship that gets deteriorated is between the boss and subordinate and not the employee and HR. I hope my friends will agree with the above. If anyone has different views on this, I would be too glad to know.
From India, Pune
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I do agree with the points mentioned. However, you will agree that the most important factors which determine the level of motivation, attraction, and retention of employees is the "Relationship between Boss and subordinate." Gallup has proved that "Employee Joins company, leaves Managers."
It is the relationship that will decide the effectiveness of attracting good talent, motivating, and retaining them productively. Moreover, it's not an HR job to do so; HR can only play a role of facilitator for the line function to do the things that ought to be done to achieve the above.
You will agree that the relationship that gets deteriorated is between the boss and subordinate and not the employee and HR. I hope my friends will agree with the above. If anyone has different views on this, I would be too glad to know.
From India, Pune
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Hi Knarayan!
I agree with you. Most of the people who leave a company do so because of an unreasonable boss. Some of my colleagues mention that they found many people, especially women, would have stayed in their companies even if they were paid less than what they would be earning at another job, if only the boss had been more understanding. They did not mind hard taskmasters.
Regards, Shyamali
From India, Nasik
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I agree with you. Most of the people who leave a company do so because of an unreasonable boss. Some of my colleagues mention that they found many people, especially women, would have stayed in their companies even if they were paid less than what they would be earning at another job, if only the boss had been more understanding. They did not mind hard taskmasters.
Regards, Shyamali
From India, Nasik
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I have just started out in an HR grad role, and my manager has asked me to come up with a few ideas on how to give incentives to employees to attract staff and become an employer of choice. Ideas that I have come up with so far are:
1. Salary sacrifice
2. Discounted health fund
Some brainstorming and other ideas would be much appreciated.
Thanks,
Ryan
From Australia, Geelong
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1. Salary sacrifice
2. Discounted health fund
Some brainstorming and other ideas would be much appreciated.
Thanks,
Ryan
From Australia, Geelong
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Hi, I have to make an employee retainsion policy .can u help me with an existing policy . i have never made any policy. regards, jitu
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Hi Kiran,
Good tips collection! Definitely, we can win the hearts of the workers by following the tips given. However, there will be a few who look at us with suspicion as they don't believe in themselves or others. But if we really show concern, they will respect us, listen to us, and obey us. I would like to narrate an incident that happened last weekend.
We had some urgent wiring to be done in our factory last Saturday. An electrician came to me and asked that he cannot work overtime and he wants to go home. He insisted that he wants to go home. I asked why? He said his 4-month-old son is not well, and he wants to take him to the doctor. Upon hearing this, I allowed him to go home but told him that I will come to your house to see the baby. Though shocked, he said he will wait for me near his house and will take me home.
I finished my work and went. He was waiting for me at a junction. I went with him to his house. I saw the baby, and he was suffering from pneumonia. I have a spiritual background, and I can heal any kind of problems by praying to my Bhagawan and touching the person. I did the same thing. I placed my hands on the baby's head, prayed, and gave deeksha to the child. I assured him and his wife that the child will be alright by next day morning and I left.
The next day, that is on Sunday, he called me and said that the child has recovered and is playing. I could sense the deep sense of gratitude in his voice.
For your information, when I joined this organization two months back, this is the person who made some remarks about me! But today, he is a very good, obedient worker.
-Srinaren
From India, Bangalore
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Good tips collection! Definitely, we can win the hearts of the workers by following the tips given. However, there will be a few who look at us with suspicion as they don't believe in themselves or others. But if we really show concern, they will respect us, listen to us, and obey us. I would like to narrate an incident that happened last weekend.
We had some urgent wiring to be done in our factory last Saturday. An electrician came to me and asked that he cannot work overtime and he wants to go home. He insisted that he wants to go home. I asked why? He said his 4-month-old son is not well, and he wants to take him to the doctor. Upon hearing this, I allowed him to go home but told him that I will come to your house to see the baby. Though shocked, he said he will wait for me near his house and will take me home.
I finished my work and went. He was waiting for me at a junction. I went with him to his house. I saw the baby, and he was suffering from pneumonia. I have a spiritual background, and I can heal any kind of problems by praying to my Bhagawan and touching the person. I did the same thing. I placed my hands on the baby's head, prayed, and gave deeksha to the child. I assured him and his wife that the child will be alright by next day morning and I left.
The next day, that is on Sunday, he called me and said that the child has recovered and is playing. I could sense the deep sense of gratitude in his voice.
For your information, when I joined this organization two months back, this is the person who made some remarks about me! But today, he is a very good, obedient worker.
-Srinaren
From India, Bangalore
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