Employee Motivation

9463 Words Jan 31st, 2012 38 Pages
Insights Into Employee Motivation, Commitment and Retention

Barbara J. Kreisman Ph.D. Research/White Paper Insights Denver February, 2002

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Table of Contents
Executive Summary…….3 W hy Employee Retention and Motivation Is Important…….5 Turbulence In The Work Environment…….5 At The Root Of The Problem—Demographics…….6 Retention As A Strategic Business Issue…….6 Calculating The Cost Of Attrition…….8 Why Employees Become Disengaged and Leave…….9 The Phenomena Of Intrinsic Motivation…….13 Turnover Is Not A
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That role is as a catalyst—someone who can “reach inside each employee and release his or her unique talents and convert them into performance” (Buckingham and Coffman, 1999). To effectively motivate and retain employees, a manager needs to deal with each person one at a time—asking questions of, listening to, and working together one-on-one. A “good manager” therefore, is one who will help talented people find satisfaction in their work, and “satisfaction” is key to an employee’s decision to stay or leave an organization. (Buckingham and Coffman, 1999; Kreisman, 2002; Kaye and JordanEvans, 1999). It must be recognized, however, that over the last 10-15 years, most organizations have de-layered and eliminated many middle management positions. Today’s managers often have large numbers of direct reports in addition to individual responsibilities of their own (Buckingham and Coffman, 1999). Very few have the time to effectively make the emotional tie with their subordinates that is really effective. Through use of various training tools and processes, specifically, the Insights Discovery System, the process of communication and understanding between manager and employee can be accelerated. The intent of this research paper is to illuminate numerous employee-retention related issues that are of particular significance to organizations today. It further seeks to demonstrate how the Insights

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