Finding the right person for a position in your company is not only a challenge but a costly exercise. Once you have them on board, you don’t want to see them exit in a hurry, so what can you do to retain them? One of the top emotional needs of human beings is a need to feel valued. Make them feel valued and you will increase their motivation to do a good job... So how do you make your people feel valued?
First, ask yourself - what makes me feel valued? Think about a manager you have worked for or even someone you know, what is it about them that has made you feel valued? Here are some tips:
First, ask yourself - what makes me feel valued? Think about a manager you have worked for or even someone you know, what is it about them that has made you feel valued? Here are some tips:
1. Being told you’re doing a good job:
Not just a ‘lip-service’ comment. Say it and mean it! Be specific; what precisely have they done that you value? Be timely, thank them for an action they have taken, as soon as it comes to your attention or immediately after you have observed them in action. Praise them in public; you are highlighting the sorts of behaviours that you want to see happen in your company and others will adopt these behaviours, such is our drive to be acknowledged.
2. Send them notes of appreciation:
A note from the boss is an accolade that they can take pride in, show to their peers, family and friends. Even better, send a card or a gift for their desk - this could be a plant, a pen, a bunch of flowers or an inspirational notepad. Every time they look at or use this gift, they will feel valued.
3. Ask them for their opinion:
When it comes to strategising, nothing beats the synergy of a group of people. Your people know what the issues are and you have a whole fleet of brains and a vast scope of unlimited potential to tap into. Don’t let it go to waste. People love to get creative and they love to be included, it makes them feel valued.
4. Listen to their complaints:
If you don’t create a safe time and place to do this formally, you can bet that what you don’t hear is being voiced in the corridor out of your earshot. Offer your people the opportunity to express their views. Structure it so that it is less draining for you, ask them to focus 20 percent on the complaint and 80 percent on the resolution. Remember to take action following this sort of discussion or coach them to take action to resolve the issue. They need to know that their views are valued and not falling on deaf ears.
5. Measure their achievements:
How often do we acknowledge ourselves for what we have accomplished? Put a system in place to give your team the opportunity to value their achievements. Measure the behaviours you really want to reinforce: It could be sales achievements; revenue targets; zero complaints from customers or co-operative behaviours within the team. I recently had a client who introduced a star chart. The manager was amazed at how determined her team were to see more stars on their star charts. If you feel self-conscious about this, ask your people for their suggestions, you’ll be surprised at how they’ll get into it. Give it a go!
6. Reward them:
There are so many creative ways to boost the morale and motivation of your people. Order pizza for a communal lunch; pay for a house cleaning-service for their home; bring in a masseuse for a day or pay for an adventure activity to give them a thrill. If you’re not sure how to reward them: ask them or read “1001 Ways to reward employees” by Bob Nelson.
7. Provide team incentives:
“When we reach our target, we will go and ...” You get the picture, it’s like the child who knows he will get a sweetie for the behaviour you are requesting. Remember to make sure that the goal is realistic, yet challenging and measure progress towards it.
8. Train them
Send them on a relevant training course. Improve the capability of your people and you improve the capability of your company and as they become more capable they value themselves. You are also messaging that you see value long-term value in them, that you believe in their potential. Even consider sending them on a training course that isn’t relevant: something for their spirit - like massage or relaxation training. Grow who they are and you grow what they can achieve.
9. Coach them
Coach them to take action. It’s not enough to be inspired with an idea - only through action do we get results. Meet with them regularly to support them to take action. Coach them through any obstacles they may be experiencing. Time management is a favourite - support them to change some of those habits of a lifetime. If you don’t have the coaching know-how, get some support for yourself on how. If you don’t have the time, coach one of your managers to fulfill this vital role or hire someone in to do it.
10. Remember what you give out you get back:
Life is a reflection of you. If you show your team they are valued, they will show that they value you; if you acknowledge your team, they will acknowledge you. What would this do for your level of motivation? Don’t you deserve to have this too!?
Amanda Woolridge is a business/life coach
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