Don't Lose Out - To Have or Not to Have Engaged, Motivated Employees

Now is the Time to Retain Those You Have and Consider Hiring More
by Lois Moncrief

Some think that the economy has seen the worst of this recession and may be starting to recover. So maybe everyone can breathe a sigh of relief.

Companies that cut the fat down to the bone to survive can now feel like maybe all that work and suffering was worth it. After all, the company made it through.

Companies unloaded their subpar employees ("bottom dwellers") and can now look toward a brighter future and plan for that future.

As Finances Improve It is Tempting to Consider Hiring More Staff

You probably don't want someone else's rejects though, do you? You unloaded your subpar employees so did everyone else.

So you may have to go "head hunting" after someone's else's talent and steal them from your competitors. You may be able to do that with the right offer and other enticements.

BUT watch your back because your employees may be looking for better employment opportunities for themselves and/or companies and head hunters may be trying to lure your employees away from you.

It could turn into a "feeding frenzy" out there soon.

Now is the Time to Come up with Your Game Plan

First, realize the value of what you have.

Good employees are like good customers. It costs money and its hard to find customers that will continue to buy from you and stay with you so if you have a good customer it is in your best interest to keep them happy and hold on to them.

The same is true with employees. After all, you spent money to find them, hire them, and train them, right? And now they have value to you because of their knowledge of your system and their ability to do the job. If they left, you would have to spend money to find, hire, and train a replacement who may not be nearly as good.

So How are You Going to Motivate Your Good Employees to Stay?

Is a bonus possible?

Is a raise possible?

Is promotion possible?

Is job enrichment possible?

Is employee development for future promotions possible?

Is there a mouthwatering project that they would love to work on that is available?

Recognitions

Rewards?

Incentives?

Keep these options in mind but first talk to your good employees one at a time.
Now is the time for subtlety. You are trying to find out how happy they are at work and what they need to be happier (and therefore stay) without coming out and bluntly asking them if they are planning to leave, etc.

If you know your employees and have cultivated a relationship with each of them, now is the time that is going to pay off because you will probably be able to tell by talking to them if any of them are dissatisfied and/or thinking of leaving.

This is a Good Time to be Proactive

Sweeten the deal they have with you in any way you can that is legal and appropriate for your situation.

Your good motivated employees are your engaged employees, your "movers" and "shakers". You need them now more than ever as your company climbs out of the hole and prepares for a bright future. They are your innovators, your go-getters - you need them more than you realize.

You especially need them if you are among the companies who practice the usual mode of when the economy goes south, the first group we don't need is research and development because we are in survival mode. So R & D is axed. Who are your innovators then? Yes, your "movers" and "shakers" step up to the plate.

So secure your own group of good employees before you start looking for more potential good employees.

One additional benefit of keeping your good employees who are highly motivated is that they are "self motivated" meaning a lot less work for you.

The Hunt

The important thing to remember is you are hunting for good employees, engaged employees, motivated employees, employees that will fit in and not be a "problem" for you or your organization.

Have you been "coveting" that prize employee who works for your competitor? If your competitor is still weakened from the recession, that employee might be persuaded that your company looks more solid and a better risk for him, or you may be able to offer a better salary and better benefits.

If you do not have some possible employees in mind, sometimes your staff may know of possible workers who would fit in. Move with caution here but don't discount any possibilities until you have checked them out.

"Hire Slow and Fire Fast"

"20% of Your Employees Will Cause 80% of Your Problems"

"An Ounce of Prevention is Worth a Pound of Cure"

are True

(So Don't Hire That 20%!)

You may want to re read the above bolded statements several times to make sure you have that firmly memorized.

Your goal is to hire workers who are very capable and either already motivated or could easily be motivated so take your time, check them out, interview them thoroughly. Hiring employees who are already motivated makes your life a whole lot easier.

I always checked out references and former work listed and education, etc. Make sure their resumes are accurate. Better to find it out now then after they are on board.

I would ask for and get 3-6 references for each applicant and I would call each one of them and really talk to them about the employee. I had very good luck doing this. Once I started hearing the same story from each of the references I began to think I was starting to see a picture of who I was considering hiring. I have found out a lot of good information from references that really helped me in screening and sifting through the candidates.

I also spent a lot of time checking out the accuracy of the information listed in the application and spent a good hour or more questioning each applicant in an interview.

Any time you spend to make sure you are making a good decision on whom you hire is time well spent. It will avoid a lot of headaches and wasted time later on.

Your Company's Future

Right now as the economy gears up you may have some excellent opportunities to pick up some good and well motivated employees. Look for hints in their records to see if their records show they are "movers" and "shakers", ask references about what the applicant has done, get the applicant in your interview to explain what he has done.

When you find good motivated employees, do what you can to hire them. Give them competitive incentives to come on board. you'll be glad you did.

The more "movers" and "shakers" the better. They are your company's future!



MOTIVATIONAL QUOTE

"Enthusiasm is the mother of effort.

Without it, nothing great was

ever achieved."

Ralph Waldo Emerson



Your engaged, motivated employees are your company's future.


MANAGEMENT SUCCESS TIP


"I not only use all the brains I have,

but all I can borrow."

Woodrow Wilson



Wise businesspersons do what they can to retain their engaged, motivated employees and work to hire more engaged, motivated employees.


As the economy recovers:

• Ensure your current motivated good employees do not leave for better offers by sweetening the deal you have for them.

• Take advantage of any opportunities you may have to lure motivated good employees away from weakened competitors with great incentives to join your company.

copyright (c) 2009 Lois Moncrief All Rights Reserved


For more management articles and information go to my website at www.howtomotivateemployeesnow.com