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© 2010 Robert Half International Inc. An Equal Opportunity Employer.
10 Secrets Your Employees
Aren’t Telling You
…And How YouCan Improve Morale
And Retention
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Ignorance is Not Bliss
Employees don’t always
share what’s on their minds …
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Ignorance is Not Bliss
… but what you don’t know can hurt you:
Decreased productivityInefficiency
Costly errors/missed deadlines
Deterioration in product quality/service levels
Attrition of top performers
Low morale
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Knowledge = Power to Change and Improve
As a manager, it’s up to you to keep a pulse on the work environment – What are the top
concerns of employees?
– What would employees change if they could?
– How satisfied are they?
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Knowledge = Power to Change and Improve
The payoff Higher employee morale and motivation Lower turnover Your firm is viewed internally and
externally as an employer of choice
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Secret #1:Employees Feel Overwhelmed
Lean teams and tight budgets lead to stress
Watch for warning signs of burnout:– Higher absenteeism
– Missed deadlines
– Increased number of errors
– Irritability
– Forgetfulness
– Apathy
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Secret #1:Employees Feel Overwhelmed
You may achieve higher productivity in the short term, but eventually it catches up to you
Remember the law of diminishing returns
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To avoid losing your best people, take steps now to ease the burden– Reprioritize projects
– Redistribute workloads
– Place non-critical projects on hold
– Hire interim help
Secret #1:Employees Feel Overwhelmed
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Secret #2:Employees Want to Advance
Top performers want to keep moving up
Help them develop goals and a plan for achieving them
Groom them for advancement:– Challenging assignments
– Skill-building opportunities
– Cross-training
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Secret #3:Employees May Be Thinking of Leaving
45 percent of workers surveyed said they plan to change employers, careers or industries when the economy improves
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Secret #3:Employees May Be Thinking of Leaving
Conduct “job interviews” Sell them on your firm’s strengths Recognize and reward their efforts Share your vision and ask them to share theirs
Re-recruit to retain
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Secret #4:Employees Are Nervous
Your staff are uncertain about what the future holds
Transparency is both necessary and reassuring
Communicate openly:– Let them know how the
business is performing– Solicit their ideas for improving
efficiencies or developing new customers
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Secret #5:Employees Feel Overlooked
Has employee recognition slipped to the back burner?
Find inexpensive ways to say, “I appreciate you.”
Tailor your rewards:– “Bravo Points”– Spot bonuses– Employee of the
month
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Get Out Your Decoder
“I’ve been doing the work of three people for a year …”
“Is everything okay with the company?”
“Oh, by the way, I have an appointment, so I’ll be leaving early today …”
“A friend of mine at XYZ Co. just got promoted …”
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“Is everything okay with the company?”
“I’m on the verge of burnout.”
“Oh, by the way, I have an appointment, so I’ll be leaving early today …”
“A friend of mine at XYZ Co. just got promoted …”
Get Out Your Decoder
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“I’m on the verge of burnout.”
“Oh, by the way, I have an appointment, so I’ll be leaving early today …”
“Is my job secure?”
“A friend of mine at XYZ Co. just got promoted …”
Get Out Your Decoder
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“When are you going to promote me?”
“I’m on the verge of burnout.”
“Oh, by the way, I have an appointment, so I’ll be leaving early today …”
“Is my job secure?”
Get Out Your Decoder
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“I have a job interview at another company because I plan to leave.”
“When are you going to promote me?”
“I’m on the verge of burnout.”
“Is my job secure?”
Get Out Your Decoder
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Secret #6:Employees Think You’re in Their Way
Motivation
Progress
Progress
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Don’t hold your team back
– Eliminate long and unnecessary meetings
– Streamline approval processes
– Don’t abuse the “high priority” label
– Delegate
Are you a roadblock?
Secret #6:Employees Think You’re in Their Way
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Secret #7:Employees Want to Have a Say
Trust is empowering and motivating
Let employees take ownership of projects
Encourage problem solving, strategizing and creative thinking
Ask for their feedback about business challenges
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Secret #8:Employees Want a Raise
Where’s the payback for all the hard work?
Be open about what your company can and can’t afford right now– Give a time frame
Offer alternatives:– Additional paid time off
– Reimbursement for professional education
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Secret #9:Employees Know Other Great People
Let them help you find other top performers– Tap your team for
referrals– Offer referral bonuses– Bring team members
along when you recruit at job fairs and other events; enthusiasm is contagious
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Secret #10:Employees Like Their Colleagues
Corporate culture is a big factor in employee satisfaction
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Secret #10:Employees Like Their Colleagues
Play up the strengths of your company’s culture
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Secret #10:Employees Like Their Colleagues
Foster “team cohesion”
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Secret #10:Employees Like Their Colleagues
Celebrate together
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Pay Attention
How to uncover secrets at your firm:– Look for clues and subtle
hints
– Watch for warning signs
– Listen closely to what they say (or don’t say)
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Whispered conversations that stop when you walk by
Chronic tardiness or early departures
Sarcastic, cynical remarks about the company
A “why should I care?” attitude
Pay Attention
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Make Employee Secrets Unnecessary
Secrets thrive when employees feel they can’t be honest with you
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Make Employee Secrets Unnecessary
Create trouble-
shooting teams
Ask them to
“grade” your
performance
Set up a suggestion box
Hold an “If I were boss for a day…” contest
Give prizes for great ideas
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© 2010 Robert Half International Inc. An Equal Opportunity Employer.
10 Secrets Your Employees
Aren’t Telling You
…And How YouCan Improve Morale
And Retention