Is your business cultivating the necessary culture to prevent quality employees from leaving? Besides the amount of time and money spent on hiring and training, quality applicants will not necessarily knock on your door looking for work. So once you find them, how can you keep these “A” players?
#1. Invest in your company’s culture. A big chunk of your business’ future depends on the quality of your team members. Your employees are your corporate ambassadors. Set the tone yourself, and be sure to maintain a culture where every one of your employees will want to be the very best they can be, every single day, on every project. Create a winning atmosphere that everyone loves to be in and finds an equal chance of success.
#2. Provide an environment where your associates will be challenged and motivated to show their talents. Work needs to be challenging for everyone, at every level, not only for the most talented associates. Insure that all possible resources are available to them. Challenge them, treat them with respect, recognize achievements and deliver the rewards as promised.
#3. Have you ever asked yourself: “If I was in my employee’s shoes, would I love to work for me?” I used the word “love” and not “like”; there s a major difference. People relate to people first and then to an idea. How are the applicants viewing you and your company? Are they watching you accepting every challenge to make your company stronger? Do you maintain a high profile in your community? Perception is the key to attract and maintain quality associates.
#4. The most important associate question you have to entertain is “What’s in it for me?” Monetary compensation, although not the top spot in importance, is still vital to most. Set clear, achievable goals and reward, with urgency, and recognize all above-and-beyond performances. After all, their efforts will clearly sine positively on the change in your profit line. Remember that set-time evaluations are a must and that quality associates look to move up the “corporate ladder” – make sure there’s room for them!
Was that helpful? What steps your company has taken to cultivate a winning culture for your Associates? Please, share with us, in the comments below.
Until next time,
Yours truly,
Tommy Antonopoulos, Blogger for OfficeTime
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