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.
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.
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.