Dear Friends,
A new week is here for all of us.
I am posting a simple but very interesting article by Dob Grimme, giving useful tips for attracting, retaining and motivating employees.
Hope you will find it useful ( more specially the upcoming young HR professionals ).
Have a great week ahead.
Regards,
Shyamali
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1. Pay employees fairly and well, then get them to forget about money.
2. Treat each and every employee with respect. Show them that you care about them as persons, not just as workers.
3. Praise accomplishments...and attempts:
Both large and small
Verbally and in writing
At least 4 times more than you "criticize"
Promptly (as soon as observed)
Publicly … and in private
Sincerely
4. Clearly communicate goals, responsibilities and expectations. NEVER criticize in public - redirect in private.
5. Recognize performance appropriately and consistently:
Reward outstanding performance (e.g., with promotions and opportunities)
Do not tolerate sustained poor performance - coach & train or remove!
6. Involve employees in plans and decisions, especially those that affect them. Solicit their ideas and opinions. Encourage initiative.
7. Create opportunities for employees to learn & grow. Link the goals of the organization with the goals of each individual in it.
8. Actively listen to employees concerns - both work-related and personal.
9. Share information - promptly, openly and clearly. Tell the truth … with compassion.
10. Celebrate successes and milestones reached - organizational and personal. Create an organizational culture that is open, trusting and fun.
From India, Nasik
15A new week is here for all of us.
I am posting a simple but very interesting article by Dob Grimme, giving useful tips for attracting, retaining and motivating employees.
Hope you will find it useful ( more specially the upcoming young HR professionals ).
Have a great week ahead.
Regards,
Shyamali
":":":":":":":":":":":":":":":":":":"::":"
1. Pay employees fairly and well, then get them to forget about money.
2. Treat each and every employee with respect. Show them that you care about them as persons, not just as workers.
3. Praise accomplishments...and attempts:
Both large and small
Verbally and in writing
At least 4 times more than you "criticize"
Promptly (as soon as observed)
Publicly … and in private
Sincerely
4. Clearly communicate goals, responsibilities and expectations. NEVER criticize in public - redirect in private.
5. Recognize performance appropriately and consistently:
Reward outstanding performance (e.g., with promotions and opportunities)
Do not tolerate sustained poor performance - coach & train or remove!
6. Involve employees in plans and decisions, especially those that affect them. Solicit their ideas and opinions. Encourage initiative.
7. Create opportunities for employees to learn & grow. Link the goals of the organization with the goals of each individual in it.
8. Actively listen to employees concerns - both work-related and personal.
9. Share information - promptly, openly and clearly. Tell the truth … with compassion.
10. Celebrate successes and milestones reached - organizational and personal. Create an organizational culture that is open, trusting and fun.
From India, Nasik
Hi, A very nice article yar, I Hope my boss gets to read this once.....as he is lifetime busy and has no time for his employees.. Regards Preeti... :D
From India, Mumbai
From India, Mumbai
Inspite of practicing all these in fair way, young professionals of today are difficult to retain.For them Sky is the Limit.All the time they try & want to explore & explore.
We are finding it difficult.
We attract the best,develop/train them to the best of norms but... .......the end result.Attrittion.
Time has changed.
:?
Rajendra Gehlot
From India, Pune
We are finding it difficult.
We attract the best,develop/train them to the best of norms but... .......the end result.Attrittion.
Time has changed.
:?
Rajendra Gehlot
From India, Pune
Dear Rajendra,
Forget to retain anybody and develop skill to replace asap. This is life cycle. Some time up and some time down........u develop policy to retain employee but u urself try to get better position and package. so pls forget old song and start new song of replacement. u continously be in search of substitute if employee wants to leave.
"ORGAINSATION SHOULD TRY to GIVE BETTER PACKAGE WITH FINANCIAL & NON-INCENTIVE"
It is the GAYANTRI MANTRA to retain the employee otherwise u face the MUSIC of retention.
Regards
Sidhehswar
From India, Bangalore
Forget to retain anybody and develop skill to replace asap. This is life cycle. Some time up and some time down........u develop policy to retain employee but u urself try to get better position and package. so pls forget old song and start new song of replacement. u continously be in search of substitute if employee wants to leave.
"ORGAINSATION SHOULD TRY to GIVE BETTER PACKAGE WITH FINANCIAL & NON-INCENTIVE"
It is the GAYANTRI MANTRA to retain the employee otherwise u face the MUSIC of retention.
Regards
Sidhehswar
From India, Bangalore
Dear Shyamali
I do agree with the points mentioned. However, you will agree that the Most Important Factors which determines the level of motivation, attraction and retentionof employees is the " Relationship between Boss and subordinate". Gallup has proved that " Employee Joins company, leaves Managers".
It is the relationship which will decide the effectiveness of attracting good talent, motivate and retain them productively.
Moreover, it's not ah HR job to do so, HR can only pay a role of Facilitator for Line function to do the things which ought to be done to achieve the above.
You will agree that the relationship which gets deteriorated is between the boss and subordinate and not the employee and HR.
I hope my friends will agree to the above. If anyone has different views on this, I would be too glad to know.
From India, Pune
I do agree with the points mentioned. However, you will agree that the Most Important Factors which determines the level of motivation, attraction and retentionof employees is the " Relationship between Boss and subordinate". Gallup has proved that " Employee Joins company, leaves Managers".
It is the relationship which will decide the effectiveness of attracting good talent, motivate and retain them productively.
Moreover, it's not ah HR job to do so, HR can only pay a role of Facilitator for Line function to do the things which ought to be done to achieve the above.
You will agree that the relationship which gets deteriorated is between the boss and subordinate and not the employee and HR.
I hope my friends will agree to the above. If anyone has different views on this, I would be too glad to know.
From India, Pune
Hi Knarayan!
I agree with you. Most of the people who leave a company is because of an unreasonable boss.
Some of my colleagues mention that they found that a lot of people especially women would have stayed in their companies which paid lesser than the ones they would be joining only if the Boss had been more understanding, although they did not mind hard task masters.
Regards,
Shyamali
From India, Nasik
I agree with you. Most of the people who leave a company is because of an unreasonable boss.
Some of my colleagues mention that they found that a lot of people especially women would have stayed in their companies which paid lesser than the ones they would be joining only if the Boss had been more understanding, although they did not mind hard task masters.
Regards,
Shyamali
From India, Nasik
i have just started out in a HR grad role and my manager has asked me to come up with a few ideas as how to give incentives to employees to attract staff and become an employer of choice.
ideas that i have come up with so far are:
1. Salary sacrifice
2. Discounted health fund
Some brain storming and other ideas would be much appreciated.
Thanks
Ryan
From Australia, Geelong
ideas that i have come up with so far are:
1. Salary sacrifice
2. Discounted health fund
Some brain storming and other ideas would be much appreciated.
Thanks
Ryan
From Australia, Geelong
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