Keeping employees motivated begins well before day one on the job. Motivating employees starts with making sure they’re a good fit for your business and for your team.
Successful Hiring Practices: Step 1
The law of attraction! The first part of motivating and retaining quality employees starts with attracting the right people in the first place. Employee turnover is extremely costly and time-consuming. In order to reduce turnover and save thousands of dollars, make sure that you are attracting the right people before you grant an interview.
Something that won’t cost you much but will pay you great rewards is having a complete job description. In your job description include:
- your businesses mission and values
- skills required before day one
- duties, expectations, opportunities for growth and advancement
You are more likely to attract people with similar values if you lead with your values! While having a complete job description might not sound high tech or sexy, it is a vital step to set the stage for a successful hire.
An entry-level employee making $36,000 a year will cost you $12,000 to replace.
Defining what you are looking for is not only helpful to you the owner, but it’s helpful for the employee to succeed. People are motivated to perform when expectations are clear.
Need some help updating that hiring process? There are 15 fun innovative ideas to choose from to update your hiring process. Implement just one of them and increase your success of attracting the right kind of person to your team!
Employee On-boarding and Training: Step 2
Willy-nilly on-boarding is a thing of the past. Motivation happens when there are clear goals and a plan. Not outlining and defining a clear on-boarding path feels scattered to a new hire. Who wants to step into a job where they don’t know what’s up day to day?
What if you don’t have an on-boarding plan? Begin by walking through the job and writing down all the things they’ll need to know how to do. Get into the minutia! What to do with their cell phone? How do they clock in and out? How do they operate and troubleshoot the P.O.S. system?
You’d be surprised how much knowledge is needed to transfer to someone who is new!
After your brain dump, section it into 30, 60, and 90 day on-boarding plan. Seeing a path laid out helps a new hire not to become too overwhelmed with the sheer volume they’ll need to master. It also motivates them and gives them a path for growth.
Following up the job description with a clear on-boarding process that includes checklists, check-ins, cross training with other staff, and prescheduled meetings with you or the hiring manager, will set a new higher up for success.
Supporting Employees in the Workplace: Step 3
Motivating employees does NOT stop after on-boarding. In fact, continual training and support is vital for staff longevity.
Training after on boarding is, unfortunately, a step that is often overlooked.
A job description defines the needs for the position, on-boarding trains and equips your new hire to be successful, and continual support and training build skills and keep employees motivated.
We cannot expect people to want to stay if we do not provide them with:
- a structure that offers continual training for improvement
- a way for them to check in with their manager or owner
- a platform for them to contribute their own thoughts about business improvements
Setting up consistent staff meetings, trainings, and quarterly individual reviews are musts if you want to keep thoughtful and engaged contributors on your team.
Support your staff with continual training. Pull a YouTube video, Get them out of the day-to-day tasks and support them. Pull a YouTube video, or download this easy guide to walk through the Customer Journey together.