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Motivation: A key factor in employee retention


A lot has been said about employee retention. The most common assumption about what motivates employees has been centred on monetary aspects, yet it has been proven that it takes more than that. Employee retention involves various steps taken to retain an employee who wishes to move on.

Report by Paul Nyausaru

In order to be motivated, an employee must find his job challenging and as per his interest to excel at work and stay with the organisation for a few more years.

Management plays a critical role in retaining talented employees who are familiar with the working conditions of the organisation and thus perform better than the employees who just come and go. Motivation plays an important role in employee satisfaction and eventually employee retention.

Nothing works better than motivation. It acts as a catalyst to an individual’s success. The supervisors and the managers must constantly motivate the employee in order to extract the best out of them.

If an employee has performed exceptionally well, it is good to appreciate. It just takes simple comment such as “Well done” or “Keep it up” and this actually goes a long way in motivating the employee.

The employees must feel indispensable for the organisation and it is essential for the employees to be loyal towards their organisation for them to deliver their best.

A sense of belonging is important for better output. It is crucial then to cultivate an environment where employees take ownership of their work and that can only be possible through motivation.
Another important way of showing appreciation is to send motivational emails to high performing employees once in a week.

Inspirational posters and photographs put on the notice board for the employees to read can result in employees staying motivated. It is natural for an individual to feel low sometimes, but it is the role of the supervisor to ensure that employee’s morale is boosted with the aim of bringing them back on track.

No individual should be neglected or criticised as this demotivates them. If they fail to perform once, all they need is motivation while giving them another opportunity. Motivation can also be done through simply organising various activities and events at the workplace. Ask each one to take charge of something or the other.

Engage the employees in productive tasks necessary for their overall development. Management must show care and concern for all the staff members so that they feel secure at the workplace and stay motivated.

Management should also consider putting in place incentives, perks, and cash prizes as a way to motivate employees. This could be in the form of the “Worker of the Month or Worker of the Year” awards. Trophies or certificates can be given to those who would have excelled during the period. Doing so will stir others who have not performed up to the mark to gear up for future. The names of the top performers must be put on the company’s main notice board or bulletin board for everyone to see.

Coming up with innovative and novel ideas of motivating employees will go a long way in cultivating a spirit of ownership on the part of the employees which will result in productivity.

Paul Nyausaru is Training & Development Practitioner. You can contact him on email pnyausaru@yahoo.co.uk, pnyausaru@gmail.com, Views contained in this article are personal

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