Best practices for motivating and retaining employees

Finding great employees is hard. Keeping them motivated and retaining them is even harder. Amazing cultures retain the best performers. If your staff are happy in their workplace, they are more motivated to perform at a higher level and you are more likely to retain top talent. There is no special one size fits all formula for motivating employees, however there are several best practices you can choose from based on your company, leadership and culture. Instead of putting together a “top 5” list, I will share several best practices. Take some time, look through these and gradually implement the ones that work for you.

Be a great leader worth following

This is a MUST. If employees respect their leaders, they are more likely to follow them. Without great leadership, everything else will mean nothing in the long run. If your company struggles with employee satisfaction and retention, it may be time to do a check up from the neck up. Are you a great leader? Is your leadership team filled with great leaders? If you are a great leader, you already know it and you are always looking for ways to improve. If you aren’t a great leader, you may not admit it to anyone, but deep down you know the truth. If you built your company to do great things, then it’s time to start today!       

Provide supportive leadership 

Leadership is one of the main factors in employee motivation. Supportive leaders work closely with the employees. If you trust the employees and listen to them, it will keep them focused. It will also drive them to develop new talent. Good leaders serve as good role models. Leaders should hold themselves to a superior standard of accountability which sets an example for all. Supportive leadership implies that the leader’s expectations will influence how the employees will see themselves. The people who you consider unlikely to succeed have a high likelihood of failure. You could increase productivity with an assumption that your employees are dedicated and skilled. 

Be a respectful and honest leader 

Bad leadership is one of the top reasons employees don’t perform to expectations and leave. Things like respect, honesty, support, and clear communication are the foundations for success. But there’s a lot more you can do to be a great leader and mentor. If you’re new to leadership or simply struggling, try reading some books on the subject. Effective management, like any other skill, takes knowledge and practice. If you’re a good person to work for, your employees will be more loyal. 

Give them room to grow 

Especially if your business is rapidly expanding, giving your employees room to grow within the company is a huge motivator. Dangling carrot of more money may work, but there’s also the psychological factor of feeling like they’re trusted and respected for their work. If you’re opening up new department, think about which of your employees might be a good fit for a management role there. When you give your best employees growth opportunities, it shifts their thinking from “this is just a temporary job until I find something better” to “this is my career.” 

Share positive feedback 

It’s great to feel fulfilled by your work. In fact, it’s one of the key job satisfaction factors. Many leaders make it a point to share all of the positive, encouraging feedback with their employees during weekly meetings. Letting your employees know they made a difference makes them feel good. Just make sure it’s genuine feedback, “Keep up the great work” isn’t sharing positive feedback. Make sure they know exactly what it is they are doing great at and you will see them start to shine.

Be transparent 

Having insight into how business is going makes your employees more invested. So make a point to share this data with them on a regular basis. Having access to all this data not only makes your employees feel like they’re an important part of the business, it also helps point out areas where things could be improved.   

Empower each individual 

Every employee should feel that they are valued as an individual. Make sure that your entire workforce is given the opportunity to express themselves. You need to encourage your employees to showcase aspirational personal goals. When employees anticipate a future reward, it makes the work routine easier for them.

Every single individual contributes to the bottom line. Empowering them to excel in their role, no matter how large or small, creates a sense of ownership that will lead to meeting and exceeding expectations.  

Encourage teamwork

There is nothing better than keeping an employee focused and responsive than simply belonging to a team. It is through teamwork that the employees learn to trust each other. Also, it makes them look beyond themselves. 

Recognize and reward professional achievements 

Motivated employees will perform better. You could start by developing a rewards program for your employees when they exceed expectations. This is a huge motivator. Make sure that you announce the reward publicly. Rewards and recognition on a regular basis will remind the employees that they are appreciated. Gifting on festive occasions or holidays is also a great move to ensure that your employees remain motivated. Gifts serve as a small reminder that the company values them. These gifts for employees should be chosen carefully to be appreciated by all. If you know your people, you will know what to get them.

Remember that the carrot, not the stick, is most likely to get the best out of your workforce. It doesn't take much, an employee of the month plaque, a coupon for a Starbucks, etc. to create real motivation, especially when recognition takes place in front of the group. Recognition and reward on a regular basis remind employees that they are appreciated, and help them to balance short- and long-term goals.

People will stay with your business if they have a reason too. So if you want to keep your good people and keep them motivated, it’s worth starting an incentive program. Maybe it’s a quarterly bonus. Maybe it’s a commission structure that’s better than the competition. Maybe it’s offering to pay for additional training. Or maybe it’s even profit-sharing in your company. If people know they’ll be rewarded for a job well done, they’ll be more likely to do a good job and stay with you. 

Sometimes all people want is some recognition for a job well done. If an employee has been putting in a lot of time working on a project, or they went out of their way to help out a coworker, do not hesitate to praise them. It’s not just about the act of recognition, but the principle: If people feel that their efforts are appreciated, they will feel compelled to continue working hard. 

Everyone wants to be recognized. The acknowledgement of a job well done coming from upper management or the owner of the company will mean more to an employee than you think.    

Ask them what they want 

Instead of trying to guess what’s most important to them, actually sit down with them and find out what they value. You will be amazed what you learn and even more amazed at the employee's reaction. 

Support new ideas 

When employees come to you with an idea or a solution to a problem they believe is for the betterment of the company, it's a sign that they care. Supporting new ideas and giving an individual the chance to ‘run with it’ is motivating, whether or not it works out in the end. 

Celebrate personal milestones 

Celebrated each employee’s birthdays, anniversaries, engagement, and even personal milestones.   

Listen 

This is probably the easiest thing you can do for an employee but it can also be the most difficult. Making some time each day to listen to anything from concerns to ideas will not only make your employees happy, it will also provide you with much-needed insight on your business from the people who help keep it running.  

Encourage friendly competition 

A competitive environment is a productive environment. Encouraging employees to participate in competitions or challenges is healthy and may actually lead to increased camaraderie.  

Create attainable goals 

Setting goals are important, but ensuring they aren’t set too loftily will help determine whether or not the goal is achieved.  

Be clear with expectations 

Don’t leave too much to be determined. Set clear expectations so you can plan for specific results. 

Encourage individuality 

Everyone is different. Encouraging individual personalities to shine through will not only help create a diverse and dynamic culture, it will also foster an open and accepting work environment.   

Set an example 

You shouldn’t expect your employees to do anything that you wouldn’t do. Always ask yourself if the expectations that you set for your employees are comparable to the expectations that you set for yourself. 

Encourage learning new skills 

Ensuring that every employee has the opportunity to learn new skills or brush up on an old skill will benefit everyone involved. 

Foster creativity 

A creative environment is a thriving one. Encourage creativity and watch your business flourish as thinking outside of the box becomes the norm. Always be open to new ideas and new methods. Anything new is worth exploration and consideration. 

Give credit where credit is due 

Don’t take credit for someone else's work. Don’t allow anyone in leadership to take credit for others work. Praise the people in the trenches when they deserve it.  

Create a clear career path 

Having an idea of what lies ahead is the ultimate motivation. Employees who have a path set before them that may lead to promotion can work towards a goal. This will lead to increased commitment to their employer.  

Get personal 

This one is tricky because there is a fine line that cannot be crossed. However, showing concern and interest in the lives of each employee goes a long way. This does not mean going to the bars or the movies with them, just get to know them. Figure Out What Makes Your Employees Tick.  

Embrace change 

Fighting change is harder than embracing change. Also encourage your employees to do the same.   

Recognize strengths 

Bringing out the best in people is a talent every entrepreneur should strive to master.  

Be available

It’s easy to get sucked into a CEO schedule, but it’s just as easy to take a few minutes out of each day to talk to an employee who may not be on your calendar.  

Manage everyone individually 

Everyone is different, but some are so different that they may require a personalized management style. Knowing your employees on an individual basis is the only way to know how to manage them effectively.   

Encourage ownership 

The success of a business lies in ownership. When employees feel invested in a company, productivity increases. 

Make things interesting / change things up / stir the pot

It’s not easy to keep things interesting every single day. Every now and then, stirring the pot can help to liven things up. This could be changing summer hours, Hawaiian Fridays or really anything to change it up.

Have patience 

Entrepreneurs tend only to be interested in results. Patience will prevent you from expecting too much too soon and will allow employees to complete tasks properly.  

Be flexible 

Things don’t always happen as planned; when employees see that you are open to going with the flow every once in a while, tensions ease up and productivity remains constant.  

Provide work life balance 

A lively work environment promises a good time, but balance is just as important to maintain levels of productivity -- and the sanity of coworkers.   

But work-life balance can mean any number of things to different people. For some, it means a flexible work schedule, allowing them to work from home on some days (of course with all that is 2020, many of are permanently working from home) or set their own days off. For others, it means free access to exercise facilities. It may go a long way to pause before sending out that email at 9pm at night. Send it to them during work hours unless it’s an emergency.   

One thing you can do is to send out questionnaires asking employees about their idea of work-life balance in the company and, as a finisher, how they would like to see the company aid them in creating a balance between their work and personal lives.  

Have regular one-on-one interviews with every member of their team to ask about their short-term and long-term goals for their stay in the company. This kind of personal touch is effective in that it creates the impression that management is ready to collaborate with their employees in achieving their aspirations and assures upward mobility on the corporate ladder. 

Lead with vision 

Think about the best and worst bosses you’ve ever had

• Identify your least favorite leader throughout your career. Now make a list of everything that rubbed you the wrong way about him.
• Now think of your favorite leader. What was it that made her so inspiring? Write it down.
• Now go over those lists and look for traits or behaviors that you recognize in yourself. Develop a strategy to avoid the negative behaviors and do more of the positive ones.
• Note – this exercise takes some serious self-awareness. I recommend working on it with a peer – someone who knows your managing style but isn’t a direct report (so they can be honest with you).

Plan a retreat to reset your team’s creativity (post COVID)

Plan a retreat that takes employees away from the office and far from real life. If you work in an urban environment, then take the team out to the country to see green hills and blue skies. If your office is off the beaten path, then book a conference room in a swanky urbanite high-rise. 

Plan an itinerary that mixes creative brainstorming with practical strategies. When your team gets excited about ideas generated during a free-form brainstorm, up the ante by challenging everyone to come up with ways to apply their innovative ideas to an existing company project.  

Create a positive & pleasant work environment 

Since a majority of the working professionals spend most of their waking hours at the office, the working environment should be a place which puts employees at ease while augmenting their productivity. 

No one wants to stand around in a dingy, boring space for hours on end. Having an aesthetically pleasing, well-lit, functional, and fun space makes work a lot more pleasant. The first step is to make sure things are well-kept and that you have updated, working equipment. It also means keeping things clean and nice looking. Sprucing up your space doesn’t have to be expensive. 

There is no place for negativity if success is to be achieved. A positive work environment is the result of positive leaders. 

Grumpy bosses and uncooperative co-workers actually do make the workplace – where employees spend most of their waking hours – unbearable. Putting up with this takes a toll on an employee's wellbeing and ultimately affects their performance. The logic is simple: No one enjoys working in a toxic and stressful environment. 

A positive work environment is a productive work environment. This is why, regardless of industry, you should work to develop people skills among those in management and invest in regular team-building activities that actually forge bonds between employees.

Offer flexible scheduling 

Technology has changed the way businesses operate, and it has also changed the way we can work. Whether it’s a work-from-home opportunity or flex time, offer various scheduling options if you want to be viewed as a progressive employer and attract top talent.  

Encourage laughter 

Laughter is contagious, so help spread the joy.  

Knock out boredom 

Boredom saps motivation and reduces productivity. In order to maintain motivation at the office, keep things lively and new. Avoid routine by allowing employees to explore and be inventive. Try to think of ways to put a new spin on old tasks, and to make sure that the most repetitive tasks don't always fall on the same people. Host a cupcake bake-off, plan a happy hour, start a push-up contest in the middle of the office on a Wednesday, or allow a different person to run the weekly meetings to break up the monotony. 

Eliminate dissatisfaction 

For many if not most employees, motivation is directly tied to job satisfaction. It almost goes without saying, then, that supportive leadership needs to do everything possible to eliminate such sources of dissatisfaction as uncertainty about the future, intrusive supervision and excessive paperwork. Just knowing that management is aware of problematic areas and is working to address them can help keep employees from losing sight of what they enjoy about their jobs. 

Promote unity

As much as each employee needs to be able to stand on his own two feet, he must also be able to work in a team. Promoting unity will help achieve individual and team goals.  

Offer incentives / rewards

Preparing a full set of rewards for meeting or exceeding marks will do wonders. What you're doing is banking on the emotional satisfaction that comes with accomplishing goals by slapping on one more thing to be glad about. 

Cash incentives on top of commissions are a great way to encourage outstanding work. However, employee rewards don't have to come in the form of money. Gamifying achievements by handing out badges and other tokens of accomplishment works in professional environments. Treating your team to a meal allows you to reward them and simultaneously provide them with the setting to enjoy each other's company and build rapport. For smaller or more abstract goals, even simple verbal praise and an accompanying gesture can make a much larger positive impact than you would expect.

Vision and company culture

Aiming for the moon is the spirit of entrepreneurship. There's absolutely nothing wrong with maintaining, or even scaling, your business by setting huge annual marks. As long as these are reasonable or even mildly feasible, go for it. However, you would do well to break this down into smaller goals proportionate to shorter, more immediate spans of time.  

Once you've set your goal for the year, express this in terms of quarterly goals, then monthly goals, weekly goals. This poses a number of benefits for your employees. First, smaller goals logically seem easier to accomplish even if they add up to much larger ones. The perception that the goals have been scaled down makes them seem less daunting, thus motivating employees and providing them with small but regular pumps of fulfillment. This, in turn, has the effect of pushing them to keep up the pace.   

All these things come together to create a culture that encourages working together toward a singular vision and goal. As teams collaborate to reach goals, like collective sales quotas and other productivity milestones, team members can develop the qualities and spirit that enables them to get ahead – rapport, cooperation and creativity. 

Give your team autonomy

How many times have you heard someone utter the phrase, “I really appreciate how my boss micromanages every aspect of my job.”

Create Stretch Goals

Stretch goals are ones that are set just beyond your team’s (or team member’s) current capability.  

Dangling these goals will motivate them to push beyond their perceived limitations and make major breakthroughs that will help your business.  

Break big goals into more manageable chunks

One of the most effective ways to successfully push progress is to divide work into a combination of big goals and S.M.A.R.T. goals. Remembering the big goals keeps your eyes on the finish line, and the S.M.A.R.T. goals light your way.

Consider S.M.A.R.T. goals the individual rungs on the ladder leading to your loftier goals. 

• Specific
• Measurable
• Achievable
• Realistic
• Timeline

Try this: Have your team record and report on a list of S.M.A.R.T. goals 

Come up with a list of tasks that will help you achieve your major goals. Then make the tasks into S.M.A.R.T. goals by running them through the checklist above. You’ve done the exercise correctly when you know exactly what you need to do to start working toward your big goals.   

As you can see, it really boils down to great leadership and making sure that every employee feels comfortable in their work environment. If you care about your people, your people will care about what they are doing and you will see the results.