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4 Ways To Keep Your Staff Content
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It is not hard to recognize the good effort and performance of your workers. It's just a matter of bothering and effort to do it, and being clear in communicating the linkage between performance and rewards. By linking a direct performance to reward has often been effective the employer ( executive ) and employee relationship. When employee receives appreciation, the need to reciprocate comes into action with a continued higher performance.
When workers aren't being recognized of their performance, they began to drift away and may under perform in the future. The most horrible thing is staff tender their resignation in display of the lack of appreciation at work ( and your leadership ). As such, employers ( managers ) must be delicate to their needs . Remember, they're your arms that you need to get work delivered. Employers also should be able to align the expectancy of reward and performance solidly to their staff.
To be ready to keep your employees and continue to work for you ( happily ) with continued performance, you must have the basic four MUST-Dos for your workers :
Align rewards and performance! This is to be done explicitly and obviously. Don't give them an airy fairy links of rewards and performance. Give them pragmatic and clear appearance of how their performance is linked to their rewards. Naturally, there's a must be flexibility. Draw the remit of work and reward bounds but don't limit their capability to excel.
Be attentive! Show you are frequently willing to hear them. Open the doors of your office. Let them come in for a debate about their concerns. If you've got the time, go for a walk and hang around at the cupboard. Talk to them there ( a place they're comfortable at ). Allow yourself to know them more instead of being the every so high and unapproachable authority.
Be receptive! Show you are always ready to acknowledge their concerns and the value of what you hear. Having an open door idea is not good enough with your ears and heart shut. Your ears and heart must be opened too. Empathetic listening. Let them finish what they say and not interrupt them. Most importantly, isn't rejecting their views.
Be responsive! Show you are often ready to do something. After talking and listening and understanding their concerns. It is time to do something. Being able to understand their concern is not enough for them. You need to be decisive. Naturally, you need to be Mr. Nice Guy and respond all the concerns without putting a concept to it. You've got the right to reject their concerns if you deemed it unreasonable or unrealistic.
You can read the full article on 4 ways for employers to keep your staff. The author recommends
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