It is more pertinent than ever to find innovative ways to incentivise your team. Ireland right now is enjoying a period of high employment, and employees are in the powerful position of being able to pick and choose their place of work. Large multinational corporations with their attractive pay-packets and bonuses are luring Irish employees away from SMEs, but even they recognise that you cannot buy loyalty.
That’s why finding new ways to incentivise employees to stay and grow with your company is becoming a key factor in business development strategies. After all, companies with a high turnover of staff tend to struggle when to comes to scaling up. The cycle of inexperienced staff, relentless uncertainty about who is responsible for what and the wasted training costs take its toll. On the other hand, knowledgeable staff who have stayed with the company long enough to know the ins and out of the industry are much more productive with their time and offer valuable insights which help the business grow in the right direction.
If you are looking for ways to reduce employee turnover and motivate talented employees to stay with your company for the long haul, then you’ve come to the right place. Here are 4 great ways to win the loyalty of your team…
4 ways to win the loyalty of your team
1. Flexible work hours
Offering flexible work hours is the ultimate way to make your team happy to come to work. Firstly, the idea that everyone is at their most productive between 9 am and 5 pm is madness. Morning birds would be better off starting at 8 am and finishing before the midday slump, night owls, on the other hand, need those extra few hours in bed and may choose to come in at 10 am or 11 am and work later. Secondly, help your team avoid the rush-hour and they will be eternally grateful! After all, who wants to arrive to work stressed and then arrive home stressed at the end of the day just because of traffic? Thirdly, offering flexible work hours shows that you trust your employees. As long as the work is done, it’s done, right? Simply set a deadline and trust them to meet it.
2. Give feedback and ask for feedback
There are many blogs out there which remind employers to give feedback because it aids with employee growth, hones their skills and shows them that they are valued by the company. It is sound advice, but we’d like to add that your team should also have the opportunity to give you (the company) advice! Your team members have their ears close to the ground and therefore have implicit information about clients and processes that you don’t have access to unless you pick their brains. Not only is this good for business, but it nurtures an environment in which employees have an effect on their work and become increasingly invested in the business as a result.
3. Make your workplace a fun place to be
All work and no play makes Jack a dull boy, as the proverb goes. The belief that everyone hates their job is not true, and one of the reasons many people love going to work is because they actually have fun there! “Work banter” is a phrase many of us will have used or heard at one point or another, and it perfectly encapsulates the expectation people have for fun at work.
What’s important to realise is that fun isn’t a synonym for chaos. The right amount of humour in the office can actually increase productivity. This is because people think clearer when they are relaxed, new ideas come easier and burnout is kept at bay. So, why not introduce a few elements of fun to the office, whether it is by starting a Bring your Dog to Work Day, putting a foosball table in the lunchroom, rewarding the team with a trip to the local comedy club or by simply sending around a meme you found funny.
4. Provide them with their career timeline
Many people leave their job because they feel stuck, as though they are not going anywhere. Is this true or is it just their perception of how things are? Maybe you had great plans for them. Maybe you knew that this time next year they would be due a pay rise or a promotion. Perhaps you were planning to train them up in a new area so that they could take on more important responsibilities. Perhaps you’re mentally saving a seat for them on the management board but you know they’re not there just yet. If this is the case, then share your plans with them! Give them a clear timeline with incremental targets to strive towards.
Are you currently on the hunt for top digital talent? At Connexus Recruit, we connect the dots between great companies and great employees. Get in contact today on 01 254 8362 or by sending us an email at hello@connexusrecruit.com.
