Introduction
Efficient management in an organization is a crucial tool towards the company’s growth as it ensures that the growth and business’ life cycle are sustained in the end. This assertion underscores why a company should invest in strategies that will work out well for it to achieve the set goals and objectives. For instance, a company can adopt efficient measures geared towards corporate social responsibility, and thus improve its image to the outsiders. In addition, performance of employees is also another factor that determines the growth of a company. Employee performance hinges on their motivation as provided by the organization. However, with the adaptation of global business standards, most business organizations have changed the way they motivate their employees. One of the transformations is shifting from monetary rewards to non-monetary rewards as a way of motivating employees.
By examining different forms of non-monetary rewards to employees, one will comprehend the significance of this concept and its role in the growth and expansion of a company in all dimensions. Some of the non-monetary motivation methods include, but not limited to, suitable and favorable employee policies, team building, training and development, recognition, favorable and contributive work environment, job titles, and leadership roles among others. Though results may not be evident in the short run, these methods are efficient, as they will yield positive results because after employees have embraced them, they tend to create self-confidence and a sense of belonging among an organization’s staff. The methods are also efficient as they focus on employees’ future as opposed to their current spheres of work. This paper will also consider the monetary and punitive measure as forms of employee motivation. The paper will begin with various ways through which the management can select and retain employees within an organization, as a transparent recruitment process depends on the company’s preparedness and the level of transparency depicted within the organization.
Employee recruitment (selection) retention strategies
In the current labor market, it has emerged that employee recruitment and retention is a significant challenge facing most employers in the contemporary business world. This aspect calls for employers to implement effective and efficient human resource strategies to find and retain suitable employees within the organization. I have realized that the labor market is facing various challenges that include early retirement, seasonal workforce, aging population, and workforce, hence being factors that currently contribute to the pattern depicted by the supply of labor. In order to come up with relevant strategies to employ and attract suitable candidates for the job vacancies, I need to understand the different trends taking place in the industry such as structural changes among others. The recruitment process entails attracting, screening, and selecting qualified people for various positions within the organization. In order for the management team to secure an effective workforce, the recruitment process has to be undertaken. Selection of the right persons for various positions helps to influence the customer’s perceptions of the organization, performance of the business, and the level of staffing leading to better performance and profitability.
I shall undertake research prior to the actual recruitment process to establish and clarify various issues that may arise during recruitment. Labor market research will be necessary to identify the various trends taking place. A team of experts from the human resource department shall also conduct internal research within the organization. The team shall come up with a report showing the type of employees required by the organization, knowledge, skills, and experience that potential candidates for various positions should possess. While knowledge conventionally comes through academic merit, skills underscore the abilities that employees should possess in order to perform various tasks efficiently. The identification of potential employees who possess the necessary skills and knowledge then follows. As a manager, I have been involved in the recruitment and hiring of the existing employees. However, a different approach will be applied to turn from the traditional approaches applied from time to time.
Apart from embracing change towards creativity and innovation, it should be noted that due to the prevalence of competition in the labor market, other areas to draw employees from having to be explored. My company shall consider potential sources that include volunteers, student interns, and former employees among others. Various means shall be utilized to let people know of the openings within the organization. While traditional methods such as advertisements are quite crucial, they may require supplementation with other means in order to reach a wider pool of applicants. For instance, sponsoring work-study programs and inviting students from various institutions to spend some time in the organization thus shadowing employees. This strategy is one of the cheapest ways to identify a suitable employee for an organization. While working for the organization, these groups of students depict certain characteristics and the management is in a position to identify various abilities towards handling various jobs.
It has come to the attention and concern of most business organizations that creativity should be applied to reach the best employees ever, even with the shrinking labor market. For my case, I shall liaise with the existing employees to help in the search for suitable candidates to assume various positions within the organization. High-quality performers will be appointed to refer people that they know, people who would make good candidates for the job. My organization shall also sponsor a recruitment drive every year in addition to the provision of job openings to prospective job seekers visiting the organization. We shall look among the customers of the company and invite the satisfied customer to take up various job opportunities of their interest.
Employee retention strategies
It is such a frustrating and unfortunate scenario when the rate of employee turnover is quite high within an organization. Where good and efficient employees are not retained within the organization, it does not only frustrate the management, but also the company’s clients in general. In addition, such a move can ruin a company’s reputation to the public, as it tends to lose faith and interest in the organization. A manager derives satisfaction and happiness from having a strong and satisfied workforce that focuses on the company’s performance. Employee retention is part of the hiring process, which is usually overlooked by some employers, once they have selected a suitable employee.
Managers should embrace the fact that an effective recruitment process must be firmly in place and consistent in nurturing various needs and interests of employees for them to have all reasons to remain working for the organization. The implementation of a proper strategy will ensure the reduction of recruitment costs and time through the retention of top and already hired employees. Various factors push employees out of an organization and they include insufficient incentives, stress, and uncooperative bosses, job insecurity, and poor working environment among others. Being a manager, I possess the ability to solve various issues that may be stressful for my employees. On the other hand, I depict some level of strictness as one of the ways to instill discipline, especially among lazy employees. Procrastination of work is not allowed and all work should be completed in time. However, I always advocate for a consensus with my employees to create a smooth and conducive working environment, which is free from stress.
High employee turnover forces a company to incur high costs in relation to recruitment, training, and development lost productivity, and lost sales due to vacant positions. In addition, replacing employees is such an expensive affair for the organization, while at the same time placing the company’s reputation at stake since customers will have diminished confidence dealing with an organization that can hardly retain its employees. Constant and high rates of employee turnover tend to create a situation where unrest sets in among the current employees. In one way or another, vacant positions call for the increased workload to employees left behind, often outside their stipulated line of duty. The sense of instability and frustration leads to work backlogs, hence slow productivity.
Due to the prevailing trend of high rates of unemployment, most managers tend to embrace arrogance, since they are aware that an employee can hardly leave the organization no matter the situation. In my case, I embrace positive leadership virtues as opposed to haughtiness. Arrogance leads to poor performance by employees and a lack of respect for the management. One of the ways of addressing the high employee turnover rate is the identification of the core problem, which can be addressed by placing an emphasis on listening and responding to complaints launched by employees. As a manager, I shall advocate for the broad definition of aims of the retention strategies to be initiated to avoid their failure. Adequate retention strategies ensure the overall improvement of the company’s welfare and that of its employees. Various retention strategies to be utilized by the organization include:
Top performer profiles
It is crucial for the organization to select the right people who will ensure its successful performance. Potential employees should be aware of what they want to achieve from a certain organization and the job they are applying for from the available positions. During the recruitment process, the management should be careful to select top performers who are ready and willing to stay as part of the organization.
Performance review
Performance reviews should be carried out on newly employed people on a regular basis. This tactic aims at ensuring individual performance coupled with communicating an individual’s performance to the management in a formal way. When conducted in a proper way, the performance review provides a stepping-stone to employees and employers for a discussion on the employee’s performance. From the report of the review, the manager is in a position to state whether the employees’ performance is below or above the company’s expectation. Additionally, through a performance review, underperforming employees are granted a chance to increase their performance capacity.
Communication and employee engagement
The management should embrace the fact that nurturing employees is an ongoing activity accompanied by open and clear communication. Communication as a crucial leadership tool shall be highly advocated for and thus it will be implemented within the organization and encouraged among all levels of employees. Being an active listener, I am in a position to appreciate employees’ feelings and concerns as this aspect is one of the most cost-effective ways of acknowledging them. Listening to employees is one of the ways through which employee confidence and self-esteem are built, as they feel trusted, valued, and less likely to be marginalized.
Morale boosting
The issue of morale-boosting is critical in the establishment and implementation of an operational and successful retention strategy. Boosting employee’s morale does not only contribute to staying in the organization but also improved productivity and quality customer service leading to customer loyalty towards the organization. My company shall be committed to investing in morale-boosting initiatives, as a way of reflecting the organization’s sincerity towards its employees.
Motivation factors
Employee attention/recognition
Due to the adoption of global business culture, the work environment has emerged to be high paced. Where firms tend to pay attention to output, the performance of employees tends to launch complaints, as they feel not recognized. When employees accomplish something, it means that they have achieved at least a certain goal if not all goals, which is not only an individual’s success but also success to the entire organization. However, most managers choose not to recognize successful employees as they (managers) do not get enough recognition. Every manager expects employees to perform well, but this expectation is not always met as different people have different capabilities hence diversity at the workplace. This aspect underscores the reason why it is not natural for the management team to appreciate employees. However, managers should learn to recognize employees who have achieved however small the achievement might be. Recognition of employees can be verbal or even written. Moreover, recognizing someone in most cases does not cost the organization any money, but the price returns of such a benevolent act are unparalleled. This move will motivate other employees to work very hard so that they can be recognized for their achievements. In return, output and good performance are achieved within the business.
Employee development
Employee development occurs through one-on-one coaching. This exercise involves both the management and the employee demonstrating to each other how certain concepts can be applied to improve the organization. In a bid to ensure the efficiency of this method, coaching can be done publicly, which stimulates other employees to work towards being successful. After recognition, successful employees can have one-on-one interaction with the management team to demonstrate what they did or implemented for them to be successful. Moreover, it is important for the management to remember that people are not interested in one’s knowledge and expertise, but in how much one cares. It does not cost the organization a lot to coach employees. It is also a form of concern and dedication at a cost of time. The cost of time is worth the moment spent in coaching employees as it shows the organization’s care towards employees, which also calls for creativity when dealing with employees.
Training
Training is an essential tool utilized by the management in ensuring that employees improve their performance and value of output at an individual level. During training, employees increase and expound their knowledge of procedures, ideas, and concepts. Employee training never comes to a halt for the firm that is willing to produce positive results. The organization ought to come up with training sessions designed with the collaboration of the management team and staff with an exemplary understanding of the skills learned during the training. In addition, through training, employees become efficient, productive, and reliable in accepting the policies of the organization. Training also encourages interaction between different individuals and various levels of management.
Exposing employees to various managerial duties boost the employee’s confidence as he or she feels relevant to the growth of the organization. Employees will feel part of the company’s assets and investment that contributes to the firm’s growth and expansion. In addition, training improves employees’ qualifications due to extensive knowledge derived from the training process. In a bid to maintain a high level of professionalism within an organization, training is required as it adds and improves the skills and technological know-how of employees. This strategy is a sustainable motivation method as skills acquired during training sessions can be implemented in coming up with the growth and expansion strategies of the company.
Policies encouraging career advancement
Currently, most firms have abandoned the responsibility of career advancement to the employees, and this trend has led to most companies having a high employee turnover and the costs incurred are quite high. The reason for employee turnover is that once an employee finds an opportunity in another organization that will nurture his or her career; s/he is ready to relocate to that company. Lack of career advancement policies is one of the reasons why employees are not motivated and dedicated to the growth of an organization. Career advancement involves both personal and professional advancements in line with the individual and professional goals of an employee.
Reluctance from employees leads to the organization running two different institutions whose goals are not compatible, as employees cannot relate their goals to those of the organization; therefore, they end up not being motivated towards achieving the company’s future goals and objectives. Therefore, to change this dimension, a company can come up with policies that enhance the growth of employees geared towards building and improving professional levels in career growth. This goal can be achieved by allowing employees to take challenging positions within the organization. Through this move, employees are motivated to create new goals that align to those of the company, which is also one of the ways of eliminating redundancy due to handling a position for quite a long time. Policies geared towards career advancement also ensure that employees have specialized in their new areas, positions, and duties. Due to the implementation of these policies, the quality of goods and services improves, and advances.
Provision of a contributive working environment
Working environment refers to tools, people, and physical conditions prevailing at the place where a person works. A conducive working environment maintains the right attitude of an employee with reference to ethics and the company’s culture and values. While performing their duties, employees encounter different challenges that if not catered for, cause stress, which is one of the facts that create difficulties in creating a contributive work environment. One can hardly come across a job that carries no challenges with it, though an employee can devise ways to overcome stress. However, firms can try to create a good working environment by formulating policies that employees are comfortable working under at the workplace.
For instance, an organization can create flexible working hours where employees choose their own working schedule. Moreover, the firm can also provide employees with incentives such as effective and efficient health services, flexibility on vacations, and encouraging individual employee projects. For instance, where an employee has a project that can benefit the organization, the firm can finance it partially or wholly. Policies aimed at reducing workplace stress should include the establishment of a counseling unit from where stressed employees can get help. The management team assumed the responsibility of ensuring employees’ well being. With the help of a charismatic leadership style, managers are can relate very closely with employees, even at a personal level. A good relationship makes employees feel appreciated and valued, which is a motivation factor for employees to work towards the success of the entire organization as opposed to working for individual success. This element also makes employees feel like working for the company for quite a long time thus remaining loyal.
Concrete corporate culture
Employees cannot work towards the success of an organization if they are ignorant of the company’s values, perspectives, and culture. The organization’s mission and vision statement that defines its corporate culture guide these factors. From a company’s corporate culture, goals and objectives of an organization are formulated. Employees should form part of an organization’s corporate culture, which can be done through a reflection of their individual culture and values in the company’s corporate culture. In a bid to facilitate this occurrence, employees should be involved in the formulation of the company’s policies, procedures, and various aspects of the company’s functions. This move cements employees’ loyalty toward their company as they appreciate the recognition of their efforts and duties and responsibilities towards the organization. This kind of inclusive corporate culture ensures a boost of employees’ morale thus leading to an improvement in performance.
Delegation of duties
Delegation involves assigning new duties to employees other than the ones they were assigned on hiring. Once duties have been assigned, it is the responsibility of employees to perform and report on the progress to the management. However, most managers do not delegate duties to subordinates due to the fear that the job may not be performed to expectations. Moreover, there is fear that they might lose their positions once a junior employee displays outstanding performance. However, managers should shift from this kind of traditional mindset and adopt other efficient methods. Delegation motivates employees for they become responsible for duties assigned to them. They are also motivated by exposure to new duties and responsibilities and ultimately they tend to be accountable to the management for their new duties.
Provision of leadership roles
Other than delegation of duties, the management team can provide leadership roles to subordinates, which can be a crucial move in taming irresponsible and de-motivated employees. For instance, in an organization in a community made up of individuals with different personalities, the individuals tend to depict different codes of behavior, whereby some are never satisfied with their jobs while others are irresponsible for they fail to assume their roles and responsibilities within the organization. The management team can create leadership roles within the organization and assign them to this category of people. The strategy is efficient because once these people are assigned a group of people to lead, it serves as a motivation for they tend to provide and depict exemplary leadership to the rest of the team. In a bid to ensure the successful implementation of this strategy, a performance appraisal on all employees will be carried out for easier identification of such employees. Employees assigned leadership roles put great effort in their work to ensure that positive outputs are realized from them thus avoiding negative criticisms from those they lead. The provision of leadership roles serves as a motivation factor to the irresponsible and de-motivated employees for they get a feeling that they are appreciated and form part of the entire organization despite their weaknesses.
Monetary rewards
Various monetary rewards awarded to employees for motivational purposes include salary increments and discounted goods and services among others. Gifts in the form of money can also be awarded to employees of departments that exhibit exemplary performance and this element acts as a stimulator to encourage other employees to work hard. When an organization posts growth in terms of profits, it is an indication that the level of output has improved due to employees’ hard work. Such an organization can increase the salaries of its employees, and such a move will encourage them to work even harder.
Conclusion
A manager assumes the sole responsibility of ensuring that an organization performs well. As a manager, I have the responsibility of ensuring that once the recruitment of new employees has taken place, the employees remain loyal to the company for as long as possible. For this reason, this paper has handled various strategies that shall be utilized to achieve this goal.