Feeling valued by their boss is the top motivational factor for employees, research shows. What are the ways you can motivate and encourage your staff to achieve more during their nine-to-five day?
Every year, a handful of surveys are published in January showing just how many employees are considering switching jobs in the new year.
Accounting for all elements of the recruitment process – including advertising costs and recruiter fees, through to loss of productivity and training for new recruits – the cost of replacing an employee estimated at £30,614 according to the CIPD. Therefore, finding ways to keep your staff happy in your company is a worthwhile investment.
It isn’t just being thanked by the boss which keeps employees happy, though. According to a nationwide survey published by Argos for Business, some 40 per cent of employees stay in their current job because they have good relationships with their colleagues.
Read more about how to motivate staff:
- Charlie Mullins: Making a workforce feel valued and thanked is key to success
- Creating a motivated workforce begins with recruitment
- The top 5 things British workers demand from their employers
Motivational strategies do not need to cost the earth or, sometimes, nothing at all. Simply feeling valued or being thanked for a job well done resonates well with British workers.
“Simple and cost-effective everyday actions, such as saying thank you with low-cost gift vouchers or a duvet day, can go a long way in ensuring bosses hold on to valuable team members,” says Danny Clenaghan, MD of Argos for Business.
“Motivated employees should be at the heart of every business, as a continuously engaged and driven workforce is more efficient, which in turn impacts positively on a business’ bottom line.”
Here are the eight top ways to keep your employees motivated.
1. Ensure employees feel valued
Argos for Businesses’ research reveals that feeling valued is the most important aspect of a job for 43 per cent of workers. Thanking employees for a job well done is always welcome, but in a smaller team, more personal touches can go a long way. Acknowledging those who go the extra mile by implementing regular reward systems, such as ‘employee of the month’ is simple, but hugely effective.
2. Focus on solutions, not problems
If a problem arises, focusing on the solutions available can prove highly productive, rather than dwelling on whatever it is that went wrong. Evaluate any issues and put a clear strategy in place to prevent a recurrence. This gives staff the confidence they need to tackle the issue assertively.
3. Be honest and open
In a small team, being honest about any upcoming business challenges or decisions creates a real sense of inclusion, while valuing the opinion of the whole team builds trust. HR consultant Thomas Giles calls this “sharing the dream”, and he rightly points out that staff members are bound to put in more effort and feel more job satisfaction when they can share in the company’s success.
Continue reading on page two…
Share this story