and reward employees
recognition are high motivators for employees. If they take decisions which
give results, reward them. Send them for a Movie, give them a coupon to go out
for dinner, 2 days family stay in company’s hotel, an extra day off, The small
stuff adds up.”
ability to understand employee concerns is important, but it’s what you do
after that’s critical to retention. You should always be transparent by
sharing what you’ve learned and a course of action for addressing the issue.
For example, after a recent company-wide engagement survey, we chose to share
our combined success with all employees.
our top areas of success but also our areas for improvement and how we planned
to address them moving forward. Transparent communication and a simple
acknowledgement that we heard you can go a long way.
a career pathway
developmental support, such as training opportunities and career mentoring, to
employees who do not believe there are attractive career opportunities for them
within the company led to such employees leaving the organization. It’s critical
for businesses to have regular career planning discussions with their
employees. As part of training and development, make sure employees are aware
of the different types of career paths or job opportunities throughout the
benefits beyond the basics
to supplement salary by assisting employees in other areas of their lives. You
can offer an extra level of life insurance or disability insurance for
employees to protect their incomes.
more vacation time
performers with incremental vacation days. These employees are your superstars
so you can be confident they will get their work done as well as enjoy a few
extra days of well-deserved time off with family and friends.” We even
look to taking the performing teams for a vacation on an annual basis
IMPORTANT WORDS FROM A MANAGER that go a long way in Team Building:
You did a good job/ What is your opinion/ Please/ Thank you/ WE!
|Shiv Kumar Mehan, Chief Operating Officer, Leisure Hotels Group