Business Strategy Plan Template Fresh from our toolbox is this 5-page template which allows you to simply plug in your own corporate information and logos in order to present your Business Strategy Plan to key stakeholders.
The latest TriNet HR Minute podcast showcases flexible work schedules. Studies show flexible schedules increase employee satisfaction and lessen turnover. Discover how to implement a flexible work arrangement. Host: Ruth Alexander, Director of Human Capital Consulting at TriNet.
10 Tips for Motivating Employees
By Margaret Steen HRWorld.com on November 28, 2007Almost all employees want to do interesting work, secure a good salary and earn recognition for their contributions. But motivating employees takes more than money and an occasional “thank-you.” It requires a strategy tailored to each worker’s needs. In HR, you work with your company’s managers to get the most out of your employees. Here are 10 ways to make your motivational techniques work for every employee.
1. Ask what they want out of work. Just knowing that an HR manager or boss is interested in a worker's goals will make many employees feel better about their jobs. It can be difficult to get a quick and accurate answer to this question, however. Some workers may say that they want to work on a prestigious project, for example, only to discover once they have been assigned to the project that it isn’t what they expected. It may help to ask a more specific question. Have workers describe a previous project that they felt good about, then see what aspects of that can be repeated, suggested Michael Beasley, a career-development and executive coach who owns Career-Crossings in Portola Valley, Calif.
2. Consider each employee’s age and life stage. There are exceptions to every generalization, of course, but workers nearing the end of their careers are often less focused on the next promotion than those who are just starting to climb the corporate ladder. Younger workers may also be less accustomed than older ones to waiting patiently in a job they don’t find interesting.
3. Match motivators to the company or department culture. Again, there are exceptions, but engineers are likely to be motivated by working on cutting-edge projects. On the other hand, sales professionals tend to use money as a way to measure how well they’re doing.
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