Archive for March, 2017

Motivating staff without huge salaries

How to motivate staff without paying them huge salaries was the main topic for discussion at a recent Business Exposure Group meeting.

It’s easy to find an employee but not easy to find help.  Help is when you pay money and get back more than you laid out.  So, how do you attract the right employee?  Don’t hire people on a recommendation or just because you know them.  Take time to select the right person for your company, and let them loose so that they can do what they do best.

The usual job ads don’t work – ‘salary commensurate with experience’ is boring, ‘competitive wage’ ie, you pay the same as everyone else – will not attract amazing people.  Good candidates want – no management, no bullshit, and no idiots – that would attract great people.  So, come up with your own unique version to attract good people to your company.

As an employer you must not play God, employees do not like being talked down to, nor is it good for motivating them.  Bad bosses bribe their employees with high salaries.  Amazing bosses motivate their staff by saying ‘this is where the company is going’ and ‘let me take you on a journey’.  Only give pay rises commensurate with the success of the business, don’t bribe staff to stay – they must be motivated.  Create a ‘map’ and show employees what they are working to achieve.

Make your staff feel they are part of the success.  Does putting KPI’s on the computer so staff can see how well the company is doing in comparison with last month, energise and motivate your staff, or is it dangerous if the business performance takes a dip?

Have you got a good environment for people to work and flourish?  They will be motivated to do better if they are recognised for going that extra yard.

So, how do you ensure that your staff want to be part of your business rather than just turning up every day with an attitude that they are making you money and not seeing anything for themselves.  They must buy-in to being part of the bigger picture.

Don’t hire people to do the jobs you won’t do.  It begs the question why would someone else want to do it?  Mundane jobs are okay if you introduce some variety, consider flexible working practices.

Giving people a job title often limits the role they carry out, eg receptionist – only answers the telephone.  That is probably not a fulltime role.  Everyone should share the job responsibility, but this only works if staff are motivated,eg techies who are happy to deal with customers.  Keep staff motivated and have a share in the collective work.  Get staff to do a bit of each other’s job when needed, ie to cover absence.  Introduce cross-training.  Employees like to do more and be involved.  Staff will take pride in their work if they feel part of the business.  Also clients like to talk to people who know about other areas of the business and can add value.

Good employers have a vision of what needs to be done, which is not done by having rules.  Employees should be following your vision and solving problems, not obeying rules.One of our members who has a cutting edge business explained that ‘the fact that other businesses hate that we exist’ is what makes my staff excited and motivates more than pay.

The younger generation enjoy the competitive environment but this is not limited to financial gain.  Quality of life is the big motivator these days.  It is important to move away from the boss to employee relationship towards an alliance for success.

These were some of the points raised by our members during the meeting.

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