by appreciating them , increase in salary, awarding bonus, promotion so that they become more satisfied with job and become more effective and efficient in future
Your Company can treat and appreciate the talented staff by the following ways:1. Allow to challenge the Intellect of the talented employee2. Allow to run free with their Passions3. Allow to engage the talented employee for their Creativity4. Allow to develop their Skills5. Allow to give them a freedom Voice6. Take care about them in normal and Emergency moment7. Good guidance by Efficient Leading8. Recognize their Contributions properly9. Create and allow to deliver their Responsibilities10. Strict to keep your Commitments to the talented employee.
للاسف في كثير من الدول العربيه لاتقدر كثير من الشركات المبدعين لها ولا يهمها في الاغلب اكثر من الطاعه لانها تعملهم بتميز قليل جدا فا تقوم بزيادة الراتب لحد معين ولكن لايتناسب مع ذلك التميز وتعطي الشخص الاجنبي ضعف اي شخص اخر في الشركه لمجرد انه اجنبي مما يعطي سوء نفسية ذلك المتميز وعدم احساسه بما انجزه
فيجب علينا نحن الدول العربيه تطوير تلك الفكره لان المال ليس هو السبب او هو عملية التقدير الوحيده للاشخاص المميزين
من قبل
Tabassum Siddiquee , Assistant Manager , Magus Customer Dialog Pvt. Ltd. Sunrise Centre No. E-2-3 Block EP-GP 4th Floor, Sector V, Saltlake,
Staffs are the backbone of an organization. Their behavior is how your customers and clients judge your operation and its professionalism. Having an effective, motivated workforce is often the key to a business doing well. Treat your staff well and they will work hard for you, treat them badly and they will watch the clock and be inflexible in their jobs. Here are some simple and effective tips to motivate staff, manage workplace stress and ensure that they are loyal, committed and work hard for you.
Communicate. Tell people what is going on. Nothing travels faster than a rumor and company morale can be devastated almost overnight. Staffs who feel included, informed and respected will be loyal as a result.
Mediate n dispute situations try to arbitrate. Deal with situations promptly and get all the information from the involved parties. All concerned will have a valid point of view and they need to be listened to and respected. Try to get the main parties round a table to discuss it. Mediation is about finding the common ground and then moving forward a step at a time.
Be fair. Being fair and being seen to be fair is very important. People will often accept a decision made against them if they can see and understand that they were dealt with fairly.
Listen to your staff. They may have excellent ideas for improvement. Some of the most successful businessmen regularly visit the shop floor and chat to staff. They understand that the shop floor and sales staff see the business at the sharp end and their views and feedback is really valuable. Sometimes the most obvious inefficiencies can be missed from the boardroom. Appreciate and value your staff caring enough to pass on ideas for improvement. Encourage it.
Encourage them to progress. Some staff are happy to stay in one job all their lives, but a company progresses when its staff are dynamic, motivated and enthusiastic. Committed staff have to be noticed, developed and given the opportunity to progress or else they may well leave and take their talent elsewhere.
Train them. Use staff appraisals to discover where staff interests and skills lie. Then have company training programmes available for the interested members of the business.
Reward good results. Money and bonuses are one way to motivate staff, but not all companies have the financial resources to pay bonuses and reward schemes. Sometimes a company 'employee of the month' scheme can be well received, where a staff member has their photograph put on a wall of honour. Being acknowledged for their efforts can be an important motivator.
Avoid being too flashy. When staff are being told that times are hard and budgets are being squeezed it can feel insulting and de-motivational to see management arriving in expensive cars and suits and taking fabulous holidays. However if you expect staff to work hard and take cuts then they will expect to see you do the same.
Admit when you are wrong. Sometimes saying that you have tried something but have been unsuccessful can be a very powerful thing to do. It can humanise a manager in front of his staff. Clearly, people need to feel confident in their management and be able to trust them, but if a policy or strategy clearly has not worked, admitting that and saying that the experience has been learned from is a positive step.
Offer a competitive benefits package, including health and life insurance and a retirement plan.
Provide employees financial incentives such as raises, bonuses and stock options.
Consider hiring a human-resources manager if your company is nearing100 employees.
Make sure employees know what's expected of them and how they can grow within your company.
In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.
– Promote from within whenever possible. And give employees a clear path of advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.
– Foster employee development. This could be training to learn a new job skill or tuition reimbursement to help further your employee’s education.
– Create open communication between employees and management. Hold regular meetings in which employees can offer ideas and ask questions. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion.
– Get managers involved. Require your managers to spend time coaching employees, helping good performers move to new positions and minimizing poor performance.
– Communicate your business’s mission. Feeling connected to the organization’s goals is one way to keep employees mentally and emotionally tied to your company.
– Offer financial rewards. Consider offering stock options or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years. Also, provide meaningful annual raises. Nothing dashes employee enthusiasm more than a paltry raise. If you can afford it, give more to your top performers. Or, if you don’t want to be stuck with large permanent increases, create a bonus structure where employees can earn an annual bonus if they meet prespecified performance goals.
– Make sure employees know what you expect of them. It may seem basic, but often in small companies, employees have a wide breadth of responsibilities. If they don’t know exactly what their jobs entail and what you need from them, they can’t perform up to standard, and morale can begin to dip.
– Hire a human-resources professional. If your company is nearing100 employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly. HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed.
