Who will be on your team in 12 months time?

Posted on August 24, 2011 by

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When times are tough and jobs are scarce, there is a temptation to treat our staff (and our teams) as if they are lucky to have a job. We scale back bonuses and limit pay rises – we expect more from them in return for less from us.
But the economy is bad – so it’s justifiable, right?
As the economy starts to mend – and our team sees improvement else where – they will be faced with things they haven’t had for a while – choices.
Do you take your team for granted? Will they choose to work for you when faced with other opportunities?
As confronting as the answers may be – take a good hard (honest) look at yourself and your HR approach , after all a mass exodus of staff can cripple your business. Your company may experience some of the following:
  • Increase in employment costs (recruiting, training and replacement) – not to mention the time the process will drain out of your schedule.
  • Loss of intellectual capital and insider knowledge – lets face it, we don’t know everything.
  • Decreased efficiency (due to the learning curve)
  • Deterioration in team moral
  • The ‘Sheep Affect’: One person quitting may lead to a flock of other people following their lead. One may turn into two and so on…
While not all these items can be easily identified on your Profit & Loss – they are real and can have a huge impact on your profitability as a company.

So what can you do?
As the fearless leader of your company there are a lot of things you can do.

  • The first, and most important task you need to do is get to know your team: what motivates them, why do they come to work, what drives them? While money may be a motivator, there are many other reasons why people come to work. Identify and tap into these motives. These motivations are key to designing the right benefits to keep your team satisfied and working productively.
  • Acknowledge above normal performance and results. By praising your team for legitimate good performances – you can show they are valued and an important contributor to the team.
  • Create a level of autonomy in their roles. The freedom to choose and control different aspects of their work can increase their level of satisfaction and ownership over tasks (in tough times this may seem counter intuitive as a natural approach to a challenge is to take more control).
  • Other non-monetary perks, such as flexible hours, working from home and unpaid leave.

Remember, the best things in life are free, so when dealing with staff you don’t necessarily need to open your wallet to make your team feel valued.

We would love to hear your feedback on what you do for your team – add a comment if you have a way to keep your team motivated on a budget.

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