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If you have staff, your management team will be confronted with human resources issues. Our consultants can provide your business with cost effective ways to manage your HR needs:
• Manager HR Training  • HR Policy Development
• Hiring & Recruiting     • Performance Management
• Conflict Resolution      • Management Coaching
• Attendance & Disability Management

"Are Motivated Employees the Key to Your Business Success?"

What is the most powerful motivator that will move your employees to higher levels of performance? If you said "higher wages" you would be in the company of many other managers. However, there are more powerful, and less expensive, motivators than increasing pay to your employees.

According to studies of employee motivation, "appreciation", "communication", "being in on things", and "feeling sympathy to personal problems" all rank ahead of "high income" as motivating factors. A competitive wage package is important to attract and retain good employees, but good wages alone will not translate into a highly motivated workforce.

So, if "appreciation", "communication", "being in on things", and "feeling sympathy to personal problems" are the most important factors for motivation, how can you effectively meet these important employee needs? The following article suggests a powerful way of expressing appreciation to your employees and recognizing them as critically important to your business. It's so easy you may be hard pressed to believe it will work, but history says that it will.

HR Tip #2: Recognition

Putting Recognition into Reality

On an occasional but regular basis, hold a one-on-one meeting with each of your employees; perhaps target their birthday to recognize this important personal event. If you don’t know already, find out how the employee contributed to the success of their department or the company in the past year. Say thank you with just your sincere words, gifts aren’t necessary. Tell them how their efforts resulted in business success. They will probably know already, but the important thing is to let them know that you know. Be prepared to discuss the business with them; perhaps the prospect of a vital new project or an important current event related to the business. Your willingness to share information shows your trust and respect for your employees.

In addition to passing on information, take advantage of the opportunity to seek valuable input from your employees. Ask them three questions:

  • “What opportunities are we missing in your area of the business?”
  • “What can the company do to make your job easier, more satisfying or more fun?”
  • “Can we support you or your family in some way?”

Asking these questions assumes that you are prepared to act on their suggestions and requests, or at least seriously consider their replies. If you cannot act on their suggestions, you will need to respond with clear reasons for not being able to follow through.

How will these meetings be seen by employees? At first, there may be some suspicion. This is natural, especially if this is a shift in how you usually interact with them. But if you continue to hold these meetings in an open and positive manner, you will be amazed at the results. Employees will take greater interest and ownership in their jobs and will work towards the best interest of “their” company.

And the results of your questions … a gold mine of cost savings and productivity improvement ideas. Who knows better how to cut costs and improve productivity than the people actually doing the work!

These meetings will likely take 30 to 60 minutes each, don’t rush them. The longer meetings will be the more productive ones. It all adds up to a very small investment with a potential for major returns to both the bottom line of the business and job satisfaction to your employees.

Contact Cruise HR Solutions for free Implementation Tips for Employee Recognition Meetings. 

Copyright Brian G. Cruise 2007. All rights reserved.

"HR Training Programs and HR Consulting Services"
Human Resources Consultants based in Campbell River, BC. Serving Vancouver Island, North and Central British Columbia.