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| 4 Ways to Keep Your Employee Content |
By:
KC TAN |
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It's not hard to recognize the good effort and performance of your workers. It's simply a matter of bothering and effort to do it, and being unambiguous in communicating the connection between performance and rewards. By linking a direct performance to reward has traditionally been effective the employer ( chief ) and employee relationship. When employee receives appreciation, the desire to reciprocate comes into action with a continued higher performance.
When staff are not being recognized of their performance, they began to drift away and may under perform in the future. The most horrible thing is staff tender their resignation in display of the lack of appreciation at work ( and your leadership ). As such, companies ( managers ) should be delicate to their needs . Remember, they are your arms that you need to get work delivered. Employers should also be able to align the expectation of reward and performance doggedly to their staff.
To be able to keep your staff and continue to work for you ( happily ) with continued performance, you've got to have the basic 4 MUST-Dos for your people :
Align rewards and performance! This is to be done explicitly and clearly. Do not give them an airy fairy links of rewards and performance. Give them pragmatic and clear appearance of how their performance is linked to their rewards. Naturally, there's a have to be flexibility. Draw the scope of work and reward limits but do not limit their ability to excel.
Be attentive! Show you are always prepared to listen to them. Open the doors of your office. Let them come in for a debate about their concerns. If you have the time, take a walk and hang around at the cupboard. Talk to them there ( a place they are snug at ). Allow yourself to grasp them more instead of being the every so high and distant authority.
Be receptive! Show you are always prepared to acknowledge their concerns and the value of what you hear. Having an open door concept is not good enough with your ears and heart shut. Your ears and heart must be opened too. Empathetic listening. Allow them to finish what they say and not interrupt them. Most significantly, is not rejecting their views.
Be responsive! Show you're frequently prepared to do something. After talking and listening and understanding their concerns. It's time to do something. Being able to understand their concern is not enough for them. You need to be decisive. Naturally, you must be Mr. Nice Guy and reply all of the concerns without putting a idea to it. You have the right to reject their concerns if you deemed it unreasonable or unrealistic.About Author:You can read the full article on 4 ways for employers to keep your staff. The author recommends |
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