AFTER THE HONEYMOON (PART TWO)

In my last post, I wrote about understanding motivations and the role this plays in an employee retention strategy.

One of my favourite perspectives on what motivates people and how to keep great talent is that of business coach and leadership trainer, Jeremy Carter.

In an article that appeared on his personal and company blog and was later picked up by the Sydney Morning Herald and the Australian Financial Review, Carter provides the following tips for managers.

How to RETAIN great people

Relationships come first. Teams who have fun together, stay together.

Educate. People want the opportunity to learn and grow. Have a career development plan (and training budget) for your people.

Talk with your people regularly, one on one. Most importantly, listen and take their feedback on board.

Accountability. When you promise something, do it.

Inspire. When staff feel they are part of something and their work is valued, they have greater job satisfaction and motivation.

Notice. When you see your people doing things right, give recognition and appreciation for a job well done.

Although it’s quite simple, this approach really resonates with me.

We can all relate to this because we’re all human and we all are (or have been) employees.

As a recruitment professional, I’m not a highly scientific person. Sure, logic and fact play a part in what I do, but my business is about people, so I focus on the intuitive, ‘softer’ side of business – psychology, communication, how people feel about a job/ manager/organisation and most importantly, their happiness at work.

But that doesn’t mean there isn’t a place for science in what we do as recruiters, and what you do as leaders of teams.

In the final part of After the honeymoon, I’ll look at the some of the science behind employee retention, motivation and job satisfaction.