Morale is low…
It is a big problem, staff turnover is high, skills and expertise are walking out of the door at an alarming rate and my business is heading for a melt-down.
Two solutions have been put forward:
Solution 1.
1. Review the benefits package, make it more competitive.
- Do some job matching and pay over the market average (maybe even top quartile).
- Develop an incentives programme, pay for performance.
- Review the whole package, offer perks — perhaps cheap membership of a local gym.
2. Instigate exit interviews, find out why my staff are leaving.
3. Put in place “relationship training” for all my managers.
4. Improve the working environment.
- Start an employee of the week award to keep staff motivated.
- Initiate dress down Friday (think strategic).
5. Actively manage out the awkward squad, the source of all the bad feeling.
Solution 2.
1. Communicate, tell people what is going on.
- Clarify the organisations goals.
- Show how we are doing.
- Explain what I plan to do next (gonna take some thinking that one).
2. Train people, work out what skills my staff need then set about making sure they have them.
3. Fix the problems
- Find out what gets in the way of performance.
- Do something about it.
4. Act on customer complaints.
5. Get people the resources they need, if they need software or spanners or soap powder I should buy them software or spanners or soap powder.
Which is the better solution?
Now I shouldn’t jump to conclusions without understanding the problem, but…
I’d better get busy tomorrow. Anyone seen my gym pass?
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Read another opinion
Image by Mike Fleming
James,
Companies tend to take the easy route and throw perks and benefits and pay raises at employees in hopes that that will get them to stay. They are not what employee engagement is about. Solution 2 should be the foundation upon which every workplace is built. Perks are just that, perks. O, we won’t turn them down, but they won’t make us stay.
Annette :-)
I couldn’t agree more with Annette. Is it that we are just lazy as human beings and opt for the quick and easy option (1 that is) rather than taking on the hard work that is implicit in option 2?
Adrian
I think it’s a combination of that and not really understanding what it means or takes to have engaged employees.
Annette :-)
Hello James,
Can I suggest an alternative or two?
How about walking out of your office and doing the work that your people do, living the life they live, and experiencing that which they experience?
How about creating a context where people can speak safely and they are listened to? And then really listening.
How about creating the space for your people to act. To act on their work, their environment, their managers – to change that which needs to be changed. All in the context of creating an environment where all flourish and collectively generate great results?
All the best
maz
If I did that Maz, wouldn’t it be a little like working?