Retaining and Motivating Employees
Introduction
Human Resources are the most important resources for every organisation. Hardworking and productive employees require a long and costly process to select, train and develop. Replacing such employees with new recruits is a long and a costly process starting from advertising the vacancy to training and development. That’s why it is much better to retain the employees by keeping them motivated instead of losing them and recruit new once. It will save lots of time, money and efforts. Motivation as defined by the business directory is: “Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort
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Rewards are two types. It can be financial and non-financial. Financial rewards like Salary increments, bonuses commissions, medical benefits. Non-financial rewards like off-days, team building events, job rotations and flexible working ways.
Maintaining a good working environment is another important factor. People feel happy when their workplace is clean, well-organized, comfortable and healthy. Office space should be spacious enough for the employees to move freely. Facilities should be available and well maintained. Chairs should be comfortable and desks sizes should be right. Lightening should be enough and comfortable. Air conditioners should be well functioning. Workplace should be calm away from the road noise. Team building activities are very important for the team to gather, have fun, know each other and strengthen the team spirit. It’s a chance for the employees to change the daily routine and help them get back to work with an extra energy and better mood. Such activities will lead to a better teamwork and cooperation. Team building activities will support the employees in expressing their opinions and ideas freely which will motivate them to approach the management whenever they can. Such activities will breaks the barrier and increase the trust with the employees.
Employee’s empowerment has its effect in the employee’s motivation. There are many employees who complain that there are given more responsibilities and
In the paradigm of management, empowerment is viewed as losing authority and control over people and resources. Generally, people resent being driven, controlled and being seen as part of company equipment. This breeds apathy in employees towards the organisation’s intents in the market place and destroys accountability.
Employee empowerment is defined as giving employees a degree of autonomy and responsibility for decision-making. The benefits are
For any business to be successful it needs motivated employees. They are the single most important factor in the long-term success of an organisation.
Another very importance aspect is the working environment at the office…it should be a relaxed and informal place where employee, team member should have the time to think and explore new ideas. Mutual trust and respect where disagreement is based on issue rather than personalities in this case conflict become productive to generate new ideas instead of causing problems.
Empowerment is a process that increases organizational power by including team working, sharing and solidarity. This relationship is based on trust which is considered as an output of empowerment. Empowerment deals with employees’ cognitive growth which enables them to control their fundamental behaviour towards their work environment. Implementation of empowerment is a holistic reorganization of the way a business thinks and does things (Page,
The term motivation and empowerment is a universal concept that is hoped to work towards the good of any organization. Motivation and empowerment does not come from rewards to employees but instead, recognition, responsibility and advancement. Leaders who are effective in motivating and empowering their staff have acquired a great achievement, which can increase efficiency, and self development of skills and abilities. When employers are concerned about the welfare and needs of their staff, this provides trust among staff. The purpose of this paper is to compare motivation and
Employee empowerment is to give workers a greater voice in decisions about work-related matters. Their decision-making authority can range from offering suggestions to exercising veto power over management decisions. The range of decisions could go as far as: how jobs are to be performed, working conditions, company policies, work hours, peer review, and how supervisors are evaluated.
There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’
In many companies, operational employees also need information to handle tasks and make decisions that were assigned to supervisors. This trend, called empowerment, gives employees more
People go to work in order to earn living and others seek a sort of fulfillment in their own jobs. The fact is that empowered employees are able to solve problems, develop skills and execute solutions in order to be more satisfied with the work (Brymer, 1991). Giving employee autonomous improves their attitudes towards their jobs and frees employer from countless tasks.
The rewards offered can be extrinsic such as wages, incentives and bonuses, or intrinsic such as job satisfaction, an internal feeling of worth and a sense of well being on the job.
Employee empowerment can be described as giving employees' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to
Empowerment is an important tool for progression and FWD needs to exercise it often when expecting employees to work together towards a global objective. Empowerment can be defined as providing employees the chance to exercise autonomy in making decisions (Vogt, 1997), which is rarely implemented at FWD.
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at