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June 2010

 

Motivating and Retaining A Diverse Team

Today's work environment is quite different from 20 years ago, 10 years ago, even 5 years ago.  Today's workers expect more, and they won't commit to your organization for the long term without more from you.

Want to improve your ability to keep solid performers on your payroll?  Start with these strategies.

Key Strategies

1. Pay for Performance

Organize everyone's pay so that it directly reflects his or her contributions to the organization.  Have short-term and long-term measures of contribution to success, and to the organization's objectives and goals.  Every employee should receive at least one third of his or her pay based on performance (including their longevity on staff).

2. Pay Competitively With Your Market

Value is subjective.  The only objective measure of your employees' value to the organization is what another organization is willing to pay to take those employees away from you.  Every local government and HR Association conducts salary surveys, which are available to employers at a nominal cost - Use Them!!  If you aren't sure where to look, call the Society for Human Resource Management (703) 548-3440.

3. Offer Non-Financial Rewards

If you are not certain what motivates your staff, then ask them.  There are a thousand answers that are either inexpensive or free.  Start with these: Praise.  Recognition for Effort.  Pats on the Back.  Training.  Educational Opportunities.  Flex Time.  Flexible Benefits.  Leadership Opportunities.  More Challenging Projects.  Open Communication.  Access to New Technologies (hardware and software).  Casual Dress Codes.  Telecommuting.  Creative Time.

4. Provide Regular Feedback

Set objective standards for performance, and communicate them clearly.  Involve every employee in setting his or her own standards, short term and long term.  Show them how their contributions impact the entire organization's ability to succeed. 

Evaluate performance based solely on these objective standards.  Keep track of each person's or team's progress on a daily, weekly, monthly, quarterly, and annual basis.  Meet with every employee every week for 5-10 minutes to review short-term progress.  Meet each month for 10-20 minutes to plan longer-term efforts.

Do these things and you won't have to wonder if the staff is content to stay with the organization and satisfied with their career paths.  You will hear and see their emotions and their reactions on a regular basis.  Open communication is the key.  You won't keep them forever, but these strategies will lengthen their stays considerably.

 



 

For information concerning
SMBC Incorporated contact:

Lou Carloni
lou@smbcinc.com
Web Page Updated by:
Shannon Bernadzikowski
shannon@smbcinc.com

© SMBC Incorporated  2007