Even if you have a budget for perks, tangible and intangible methods of motivation should work together.
People need to know that their work matters.
Perks are great for attracting people, but they have a lesser effect on retaining them.
Its critical to understand one fundamental thing though: benefits will not replace salary.
A person works for money, having all the rest is good but secondary.
Understand the needs of employees
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The secret of success is hiring right people for the right job passionate and motivated about their work.
In addition, we need to care what people need, and understand their motivation.
Different people have different needs.
In my experience, different generations have different values.
For example, Gen X needs stability, clear goals, the ability to plan their work.
For Gen Z, it is vital to be under flexible rules.
Understanding the motivation of each person is the main objective of the manager.
While working closely with a team, its easy to notice when someone loses enthusiasm.
At the end of quarantine, we had a transition phase when employees could go to the office voluntarily.
Public transport wasnt available yet, so it was tricky for people to commute.
Therefore, we launched Route Sharing an internal platform where people discuss the ability to drive somebody to work.
It cost us almost nothing, but the employees felt that the company was caring about them.
Also, we help our colleagues to minimize their time wasted on daily routines.
We can find a cost-effective dry cleaning service, proper insurance for a car, or even a car.
These and many other requests are the tasks of our Care department.
As a result, people save time and can work more productively.
Quarantine has shown that remote work at Innovecs is productive.
Why not let your employees work from home, even when quarantine is over?
Patagonia (outdoor clothing and gear) allows employees togo surfanytime.
BitSol Systems (business software development)offers pawternity leaves.
A change of scenery motivates and sparks creativity.
Promote your workers reasonably
Many people are longing to get a promotion, new knowledge, and skills.
it’s possible for you to create a project where team members exchange knowledge and best practices.
Let the colleagues partly work on another project to change the scenery.
One colleague from my team worked at reception for some time.
Then she became bored, wanted to move on, and was about to leave the company.
We decided to give her a chance to try herself in the HR department.
She liked it and stayed at the company.
But there are people who, on the contrary, do not want to get promoted.
When promoted without asking, they become demotivated.
I know companies that create talent pool programs aimed to develop employees to managerial roles.
An essential thing in the company is honesty and openness.
There are cases when team members saved the job of their colleague who was at risk of ramp down.
They refused part of their bonuses and this is a truly fantastic thing.
Foster healthy competition at work
Some people like competition.
We have a unique project called InnovateIT.
Its aimed to find the best ideas for improving office life.
We usually bring to life the best ones.
However, you shouldnt go overboard when dealing with such initiatives.
If your employees endlessly compete with each other, they will stop being a powerful and cohesive team.
Just remember, dont be too extreme with your techniques and dont push people.
Some employees just want to have some privacy and stay alone: they work excellent.
And their desire must be respected.
