Highly motivated employees are more productive, quick to increase their skills, and more willing to learn and grow than their unengaged counterparts. One of the greatest challenges a manager faces is figuring out what can be done to motivate employees both individually and as team players.
So, you had a great interview with a candidate whose resume hit all the right notes. They seemed enthusiastic and motivated about working for your organization, but they suddenly appear to lack passion, can’t handle the work, and are anything but a team player. What went wrong? It might be your hiring process.
Think about the last time you volunteered at an event or for an organization. Think about all the work you got done. Think about how enjoyable the experience was. Volunteer coordinators have a knack for organizing people, coordinating efforts, and accomplishing a goal while keeping a smile on everyone’s face. Why couldn’t a boss do the same?
Have you ever wondered why two new employees who seemed identical on paper ultimately turned out to be quite different performers for your enterprise? While you might think it's just a matter of serendipity, studies have shown that more often than not there's something at work here that is far from just random chance.
One indicator that the Great Recession is truly behind us is that it's clearly now a “seller's market” in terms of the employer/employee relationship at most job interviews. That's one of the key reasons why most companies are now paying much closer attention to retaining seasoned employees than may have been the case a few short years ago.
Want proof the economy is back on the upswing? Well, listen to HR managers and senior executives in nearly every industry these days and one of the first business matters they'll mention is a concern about employee retention and voluntary turnover.
An amazing trend is emerging in relation to leadership development and employee retention that has grabbed the attention of many senior executives and HR staff in companies across the country. Their eyes are being trained to re-focus on what has long been right in front of them.
What's now surprising many senior executives and HR staff is that the key to retaining talent is often right in front of them: Current employees—after being re-evaluated—are frequently proving to be the solution to both finding and retaining vital mission of staffing.
Revealing a Competitive Blind-spotEmployee turnover has commonly been viewed as a challenge resulting from outside forces, as your trained and valued employees leave for better offers at other firms.
But as executive search and staffing expert Gary Heinrich recently observed, "...we have found that candidates are searching for more than decent pay and benefits. They are looking for mutually respectful relationships...".
In-fact, Forbes recently cited a study pointing to surprising key motivations for employee retention, which include:
- manager quality
- job-interest relationship
- people management
What's missing from this list? The conventional answer and excuse: salary and benefits.
While these are undoubtedly still important to employees, research has revealed that many HR departments have entirely missed the priorities of most employees' concerns. This blind spot has led many business leaders to miss the very people best placed to meet these needs, namely, their own staff members.