Did you know that research has shown that while money is a motivator for employees, there are many other factors which can influence their productivity and loyalty? The bottom line is that staff who feel appreciated and acknowledged will in turn reap rewards for your business, as they will be more satisfied with their overall working experience.

Let’s face it, we all like to be told we have done a great job! And we are all more likely to do better next time, or aim for higher goals, if we are encouraged in our endeavours. As employers, it can be too easy to get absorbed in ‘running the business’ and forget that our greatest assets are our employees. You may be under the impression that providing more incentives and rewards will cost you money. But there are many no cost ways to increase motivation and retain your staff.

-       Offer the option for flexible work hours. In our age of 24/7 access, there are many tasks which can be done from home or outside of standard business hours. You may be missing out on some highly skilled staff if you insist on everything being done between 9am and 5pm.

-       Acknowledge the journey and say thank you. Not only do we sometimes forget to celebrate achievements, it is also important to provide encouragement as progress is made toward a goal. A simple thank you (for tasks big and small) can go a long way – especially if this is done in the form of a handwritten note.

-       Create some fun moments. This might include ‘casual Friday’ or giving staff a long lunch break once a week or monthly light-hearted ‘awards’.

We all know that finding great employees, and then retaining them, is vital not only for the costs involved in recruiting and training, but also for the impact on productivity. When you have got staff that you want to keep, make sure you do things that will make them want to stay!

Michelle Grice writes a weekly column for business women in The Western Weekender

You’ve hired some great staff to work in your business. They’ve settled in nicely, although you are wondering when your workload is going to decrease – in fact you feel like you are doing MORE work not less. What is going on?

Chances are, you are micromanaging your staff. Here are some typical scenarios:

1. You make assumptions about ability and skill level. It took you six months to get a handle on a particular skill, so you assume it will take someone else the same amount of time. Do not let pride get in the way of potential for improvement! You hired your staff for their skills, aptitude and experience. Let them use it.
2. You are not open to things being done differently. Your method has always served you well, so you expect your staff to perform a task in the same manner. Do not let fear of change get in the way of new and innovative ways to work!
3. You are uneasy about trusting your staff to work efficiently when they are unsupervised. How are you going to know they are doing the work they should? At some point you will need to take a ‘risk’ and let your staff stand on their own. They may make mistakes, but use those incidences as learning experiences. The vast majority of people respond well to trust and are likely to perform better when they are given responsibility.

In general, the more ‘hands off’ you can be, the better the result. This does not mean you leave a staff member to work with no boundaries or relevant, essential procedures. But allowing your staff to make a job their ‘own’ will result in an increased level of ‘ownership’ of their position and/or particular tasks, and increased loyalty to your business.

Michelle Grice writes a weekly column for business women in The Western Weekender