8 Benefits to Motivate and Retain Employees

Remuneration may no longer suffice for employee motivation and retention. In the competitive business world, Job seekers often use benefits as a better predictor for landing a good job more than salary alone, offering benefits to employees is very important because it shows them that you are invested in their future as well as their overall health. 

Depending on the type of organization and the job role, employee benefits may be quite different, the right benefit package can give you a distinct advantage, improve personal and business outcomes in competitive recruiting and retention.  

Benefits are expensive for company's to always provide for their employees but below are are some benefits that costs the company almost nothing, helps to retain your employees, transforms your workforce to become a happier, healthier and more productive place to work.

8 Benefits to motivate and retain employees

• Dress down days (casual/cultural Friday is advised for employee to better express themselves)

• Shorten office Hours (short office hours especially on Friday is popularly advised) 

• Company day out (picnics, movie night etc. helps to bond team through shared experience)

• Reward staff each month  (gamify the process for employees to meet company's target in other to get the monthly reward)

• Office breakfast (It entice's early resumption)

• Health insurance (this could lead to no more sick days)

• Training (facilitates personal development)

• Retirement planing (Pension secures employees future)

WHAT YOU NEED TO KNOW ABOUT CHANGING JOBS

JOB SEEKERS...WINTER IS HERE 

There are so many studies and articles that gives advice on how to secure a position at a new company, but there is little said about how to leave your current job and transition into a new job. Recession is lurking around the corner, it would be challenging to make a huge career move or almost impossible to change jobs because of the fear of the unknown. Studies have shown that a huge number of HR leaders and transitioning executives agreed that leaving one’s job would strain relationship with former Employer and external contact, attract bad press attention, cause fewer attractive career down the line and lower future pay.

Change is an easy word to spell but hard to put into action. Here  some reasons that may drive employees to change job or look for another career includes;

• Lack of recognition of staff in the work place

• Managers lack of people skill

• Inadequate compensation plan 

• Over worked staff

• No room for staff motivation and innovation

GUIDE LINES TO TRANSITION INTO A NEW JOB 

• Make up your mind and stick to your decision to change job (it begins with mental preparation)
• Honour the good name of your former employer when communicating your decision to other contacts (bad press is never good for anyone)
• prepare for worst case scenario (studies shows that it may take 3-6 months to find a new job, so save money to help you transition)
• reflect on your decision and create a strategic plan, learn or train for your new job or role (the road ahead may be rough, tough and may seem lonely, get a mentor or HR firm to help make job hunting easier)
• set future goals in your new job  (planing your future secures your future)

If you are able to do all this you are on your way to become the hand of the queen.

Good luck.