Hiring a new employee comes with a high price tag. But besides marketing the vacancy, conducting background checks, and training the new employee, it also involves priceless hours of effort by HR professionals. However, many employers don’t realize that retaining existing employees is cheaper than hiring new ones. Often, employers let a talented employee leave only to regret it later.
To retain employees in the long run, employers must work toward keeping employees motivated in the long run. While a fair salary is the number of source of employee motivation, it is not enough. Here are some small but meaningful actions that help motivate employees:
Create a Comfortable Work Environment
A comfortable workspace can effectively motivate employees in the long run. To make the workplace comfortable, employers must take care of workplace basics such as chairs, cleanliness and hygiene around the office space, especially in the kitchen and bathroom, and work equipment. Equipment can include a fast internet connection, upgraded PCs and laptops, etc. Employers can also ensure that the lighting isn’t too harsh or too dim for employees. An open, relaxing break room or café can also help employees feel comfortable.
If employees work from home, assigning them a budget to set up their home office or upgrade their work equipment can be equally helpful.
Be Respectful
Getting disrespected at the workplace, especially in front of other team members, can be highly demotivating. Employers must understand that employees do not make mistakes deliberately. They signed up to provide their services in exchange for payment and career fulfilment. They understand that doing a poor job can hinder achieving their professional goals.
Employees are never at fault when they cannot produce good work. Instead, it is the hiring manager’s fault to select an employee who isn’t suitable for the job. It can also be the team manager’s fault for not understanding the capabilities of their team members and assigning them work that exceeds their capabilities. Therefore, employees must never be blamed for not delivering the work. They must be provided with adequate training before they are expected to take on more or greater responsibilities than their job description contains.
Moreover, communicating with respect even when an employee does not deliver correctly can increase employee motivation.
Implement Trickle-Down Employee Motivation
As the name suggests, trickle-down employee motivation begins at the top management. Often, employers and management expect junior employees to work harder than them. Top management even burdens junior employees with their responsibilities. This attitude can be highly demotivating for junior employees.
But implementing trickle-down employee motivation presents the ideal solution. It requires the top management to be enthusiastic about working harder and letting their positive attitude and approach become contagious among junior team members. This way, management or employers don’t have to forcefully motivate employees. Instead, staying motivated at work becomes a part of work culture, leading to long-term employee motivation.
Finally, acknowledging employee hard work, rewarding them regularly, and encouraging their professional growth also greatly help keep employees motivated.
