Tours Travel admin  

Do you have an employee retention strategy that also increases employee motivation?

These were the questions posed to business owners at a workshop at an Annual Conference at Disney’s Coronado Springs Resort earlier this year. Thanks to your contributions, this article was made possible as a learning tool for employee retention and motivation.

Teams were created to brainstorm the answers to each of these questions. It didn’t take long before everyone began to see a common element in all three areas.

The common thread was people and how management relates to retaining and motivating employees, no matter what area they work in.

All agreed that it is the people and their attitudes that make the difference. Ultimately, we come to the conclusion that it is you, the management team, who first have to make a difference in employee retention and motivation. So, let’s take a look inside.

You can’t have something on the outside if you don’t have it on the inside first. In other words, you can’t attract good employees if you don’t first have the right attitude toward your current employees, provide a good work environment, tools, and growth opportunities.

Therefore, take a hard look at employee retention and motivation strategies, as both are under the direct influence of your management.

Here are some of the team’s top responses on employee retention and motivation:

employee retention

Keep your promises

Develop employee self-esteem

Good access to administration.

Training and Cross Training

Staff events / Team building

React to employee suggestions

Regular staff meetings, parties

they are all equal to each other

Employee Motivation

Continuous staff training

Keep employees informed about the status

Frequent/consistent rewards and recognition for performance

Set Goals, Review, Evaluate, Give Feedback

Lead by example

mentor programs

Be sensitive to personal problems.

When you look closely at these two areas, you can see a lot of overlap. What it does to increase employee motivation also applies to employee retention and vice versa.

Some of the top areas of employee retention and employee motivation that are commonly overlooked are orientation training, setting individual and team goals, having ongoing reviews, and providing constructive feedback. Without these items, the employee wanders aimlessly and receives no feedback on her performance. How can he expect the employee to meet or exceed his expectations if he doesn’t know what he is or how he is doing in relation to his expectations?

In a previous article I wrote, I pointed out what motivated employees the most and how employee retention and loyalty performed based on the results of the national research study. The three main elements were:

1. Full appreciation of the work done

2. Feeling of being in things

3. Help with personal problems

The full appreciation of the work done is recognition. Recognition is positive reinforcement. Positive reinforcement of actions causes those actions to be repeated. Recognition and praise reinforce our beliefs about ourselves and help us think that we are better than we thought we were.

Positive reinforcement is what builds our self-esteem. Our self-esteem is the way we see and feel about ourselves, either internally, through our own beliefs, or externally, through what we accept as the beliefs of others. If we feel good about ourselves and believe that others feel good about us, we will perform better than when we see the opposite side of the coin.

People perform in a way that is consistent with how they see themselves conceptually. So the key is to help people build their self-esteem. This is an important discipline for employee retention and motivation.

You can’t motivate another person to do anything. We all know that we can only achieve so much on our own and that we are all products of our environment. You have the opportunity to set the mood.

You can only provide the means and the atmosphere in which others are motivated. You are the leader and must lead by example by demonstrating appropriate behaviors. Take the time to define the appropriate behaviors you want to see in your employees, and then start demonstrating them. This is an important discipline for employee retention and motivation.

By bringing all employees together in one room for a meeting, a team atmosphere is created. By including them and sharing information with them, you are giving your employees the opportunity to share their perspective.

With inclusion, you are indirectly empowering them to contribute to the success of your entire operation, because you give them the opportunity to see and understand the big picture. This in turn leads them to take initiative and improve things in their own area of ​​responsibility, particularly if they are recognized for it.

By sharing the results of the period with them and asking them what went well and what areas they could improve, you gain a wealth of information and factor them into the overall success of your operation.

What do you think will happen when the time comes to implement some of their suggestions? Do you think they will object or do you think they could take responsibility for implementing them beyond your expectations?

This is an important discipline for employee retention and motivation.

What about personal problems? Do you take the time to listen, to understand, to show that you care?

Personal problems often interfere with job performance. Take the time to help your employee with personal problems. Teach them to look for solutions and they will feel closer to you. In turn, they will perform better because you showed them interest.

People don’t care how much you know until they know how much you care. This is an important discipline for employee retention and motivation.

From this moment on, you will notice that employees will go above and beyond to do a great job, because you took the time to include them, empower them, thank them, and show them that you care about them. This is an important discipline for employee retention and motivation.

The bottom line: actions that are recognized or rewarded are repeated. Are you demonstrating appropriate behaviors in your employee motivation and retention strategies?

Leave A Comment