Communications of the ACM
Five Ways to Keep Your Rock Star Employees Happy
Credit: Web Worker Daily
Far more important than extravagant perks or salary, it is the small things that keep the most talented employees happy, such as bosses who make time for one-on-one meetings or who take an interest in employees' lives and careers. In short, tangibles like salary and benefits aren't enough to guarantee that your best and brightest will remain engaged. Employees are more likely to leave or feel de-motivated if they are unsure how they're performing, where they stand in the company, and how they fit into the overall goals of the agency. In order to avoid the loss of star performers, companies must create a culture of communication so that employees know where the organization is headed, how they fit into these plans, and what's expected.
For employees, the single most important motivational factor is the ability to learn. Yet the study found a huge disconnect when it comes to perceptions about company training. While 90% of employees say they learn by figuring things out on their own, only 25% of executives think that employees learn independently. To keep employees motivated, companies need to build a culture of learning, where employees leave more enriched at the end of each day. Employee feedback is also a critical part of the education process, and shouldn't just be relegated to the annual review. To be effective, feedback needs to be specific and actionable. Feedback, both positive and constructive, is most effective when given right away. If an employee does something well, that activity should be encouraged. And if there's room for improvement, they should be given the opportunity to learn for their next task.
Weekly 1-on-1 meetings can be the most important step you take to retaining your top performers. These meetings can cover anything and everything from upcoming projects to the latest client news. With each week, discussions about goals, feedback, and concerns become a lot more natural, unlike the awkward, starchy conversations during annual reviews. Over time, it becomes easier for both sides to raise potential problems and deal with them early on. Next, managers need to balance boring projects with more stimulating work. Employees should always be told how any grunt works fits into the overall needs of the company. Finally, publicly acknowledge good work: all too often, managers see motivation in terms of financial compensation, but money is far from the only way to effectively reward talented employees. Praise and commendation go a long way in making employees feel noticed and valued.
From Web Worker Daily
View Full Article
No entries found