How to Keep Employees Happy and Motivated

/How to Keep Employees Happy and Motivated

How to Keep Employees Happy and Motivated

It’s no secret that happy employees are motivated employees. Because a company’s bottom line can be adversely affected by high employee turnover, it’s a wise move to invest in measures that promote employee retention. There are a number of employee retention strategies that will contribute to employee satisfaction and optimal levels of productivity to boost your company’s morale and revenue.

Recently named one of Metro Detroit’s 2016 Best and Brightest Companies to Work For, the RapidAdvance team can share a few of the tips we’ve learned about promoting a positive, engaging workplace that your employees will be excited about.

Lay the Foundation with Company Culture

Ideally, you’ll want to first have a firm handle on the company culture you want to create among your employee base. Creating a company culture is no easy feat, but can be done with some intentionality and planning. In essence, your company culture should help produce outcomes that align with your organization’s core values. You’ll want to create or modify policies and procedures that reflect your company values as well reward employees who show understanding and consistent demonstration of your ideal company culture.

Set Clear Expectations

People are motivated to do their best when related outcomes are clear and consistent. It’s no different for your company employees.  It’s a good idea to include employee performance goals early on in the onboarding process (think interviews, orientations, performance reviews, etc.) Performance goals should cover tangibles like productivity and adherence to company policies as well as intangibles like fitting into the company culture and being a team player. Rapid Advance Sales & Marketing Director, Adam Speck, adds:

“It’s so important to under promise and over deliver when it comes to expectations.  During the interview process, it’s a great best practice to set expectations around the hours, compensation, and culture.  Don’t just live on the surface though. Go deep and make sure that it’s clear what time someone might actually get home from work, if there are weekends hours and if compensation can fluctuate based on season, time of year, or tenure.”

Also, don’t forget to communicate company-wide goals, so that the team is on the same page as individuals attempt to reach performance objectives on a personal level.

Keep Communication Open

There’s nothing more demoralizing to an employee than getting misdirected and miscommunicated messages. An employer should take especially great care in keeping employees in the loop on anything that could affect their jobs (or lives.) Although there will be limitations to the information you can share and when, it’s best to craft communication protocols around the intent of providing details early and often. This may feel uncomfortable at first, but your employees will be thankful for the transparency even if they are unhappy with the news.

Provide Perks

Providing perks is a great way to keep employees happy. Perks don’t have to break the budget or be exorbitant to be effective. Something as simple as providing a flexible schedule or the ability to bring pets to work can be a token of your commitment to employee satisfaction. The options for no or low-cost employee perks are endless, but if you’ve got a budget for employee appreciation, even better.

Recognize Good Work

There are several forms of employee appreciation that can promote employee satisfaction. Being consistent with rewarding high-performing employees is a huge step in the right direction. Rewards can be monetary or otherwise. Highly motivated employees will even appreciate things like prominent accolades, the opportunity to advance in the ranks or taking part in important decisions. Adam Speck notes that,

“We often say here, on our leadership, that recognition is the finest form of accountability.  For every one piece of constructive feedback, it’s good to give multiple pieces of positive/reinforcing feedback that builds confidence.  Daily huddles, monthly awards, and annual awards, are all pillars to making sure that there is a lot of public recognition, but a simple “thank you”, “good job”, high five, or even a handwritten note goes further than we realize.”

Recognizing employees for good work can be done on an individual, department or company level. The important thing is that it happens and it’s consistent. Consistency will create an expectation of reward and praise that will motivate employees to do their best.

The important thing here is to make employee satisfaction a company priority. This probably won’t happen overnight, but creating goals and plans to improve employee satisfaction is a great start that will strengthen your organization in the long run. 


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