Employee Retention and Motivation

Employers know only too well the tightening effect that continued growth has had on the labor market. Human resources publications constantly are regaling employers with tales of employers competing for scarce employees using techniques like allowing employees to bring their pets to work or hosting job fairs for convicts.

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Retention and Motivation tools for Employment Law Letter subscribers

Yet is all that really necessary? If employees are respected and given proper attention, that should be enough, right? Wrong. In survey after survey of employees, both those on the job and those leaving the job, compensation ranks among the lowest concerns. And the old fallback, employee loyalty, is a distant memory.

So what exactly can you do to retain good employees? While most view increased compensation as their primary solution to employee retention problems, the fact is that most employees place compensation so far down on their list of what makes a good employer that it’s essentially off the radar screen.

Although in recent surveys the youngest employees, those ages 18-24, cite a raise as key to their decision to stay with a company, those employees remain in the minority — and continue to be the employees most willing to jump ship. General expectations are that as these young employees mature and take on more responsibilities, other concerns will dominate.

So then the question becomes how do you continue to sell the job to an employee when increasing his pay is no longer an option? Recent surveys have revealed some of the top qualities employees seek in their employers. Among them: work that is meaningful, challenging, and offers training and development opportunities, management that assists and supports, but doesn’t dictate, explicit awareness of life beyond the office, an array of core benefits and the power of choice.

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HR Tools for Retention and Motivation

• HR Executive Special Report - How to Evaluate & Manage Employee Health Plans
  (available for purchase by nonsubscribers)
• HR Executive Special Report - The Company You Keep: Four Key Tools for Employee Retention
  (available for purchase by nonsubscribers)
• HR Executive Special Report - How to Make Telecommuting Work for Your Company
  (available for purchase by nonsubscribers)
• Sample Policy - Vacation
• Sample Policy - Holidays
• Sample Policy - Sick Leave
• Sample Policy - Personal Leave Time
• Sample Policy - Paid Time Off
• Sample Policy - Life-Threatening, Contagious, and/or Debilitating Illness
• Sample Policy - Family and Medical Leave
• Sample Policy - Military/Reserve Leave
• Sample Policy - Bereavement Leave
• Sample Policy - Jury Duty/Witness Service
• Sample Policy - Time Off to Vote
• Sample Policy - Personal Leave of Absence
• Sample Policy - Eligibility for Benefits
• Sample Policy - Health and Welfare Benefits
• Sample Policy - Domestic Partner Benefits
• Sample Policy - 401(k) Retirement Savings Plan
• Sample Policy - Retirement Plan
• Sample Policy - Employee Recognition Programs
• Sample Policy - Employee Assistance Program
• Sample Policy - Tuition Reimbursement
• Sample Policy - MBA Program
• Sample Policy - Adoption Assistance
• Sample Policy - Employee Activities
• Sample Policy - Service Awards
• Sample Policy - Continuation of Health Plan Coverages