Press Release Summary: The first quarter of the year is a popular time for employees to re-evaluate current jobs and future career paths. If employers don't take action to motivate staff particularly around the start of a New Year they run the risk of losing them altogether. The question begs, what can employers do to motivate their staff in 2008?
Press Release Body: Staff are likely to feel down once the festive season has come to an end, so motivation from management will be crucial in order to kick start the team in the New Year. A strong, happy workforce is the sign of good management and thus, a profitable business.. De-motivation can occur when employers are vague or secretive about future business plans, or don't emphasise trust and faith in their employees' abilities. Challenges can motivate staff if executed well, but if the management are constantly moving the goalposts, people can lose sight of these goals, believing they are pointless and unachievable. If employers don't provide the right training and motivational culture to support staff they will be tempted to leave and join a business that does offer such an environment. Successful motivation starts with wanting the best for your people and as a manager you must be motivated yourself if you expect to motivate others. The New Year is a good opportunity to start afresh with your team. Set new challenges by producing a new business plan for 2008 with incentives for your staff so they come back to the office full of enthusiasm. The first quarter of the year can be a good time to look at appraisals and pay reviews, this can help develop individual objectives that will not only motivate the team but will also lead to business success. A strong company culture is crucial. If staff are happy in their working environment they will feel motivated and will show long-term commitment and loyalty to the company. An appraisal in the first three months of the year is a good way of reviewing performance from the previous year, as many employees would have reflected on this over the Christmas period. It's a good chance to set clear objectives for the year ahead, and for the employee to voice any issues or concerns that you need to tackle in 2008. Setting long-term goals will give a sense of purpose and make them feel a valuable member of the team. Show staff that you value them by offering training and a clear career path structure to focus on. This will help them meet the objectives set out in their appraisal. Offer staff funding to attend external training courses for personal development. This will help enhance productivity and performance at work while also allowing for broader options for their own individual benefit and personal development. Participation is the key to motivation. Let your staff make suggestions and show that you value their ideas. Often we exclude our greatest assets, (the people around us) from decisions where they could be useful. Adopt an 'open door policy' so staff feel able to raise ideas or concerns with their line manager. Reward staff to show them that you value their hard work. Such rewards don't have to be purely financial. You can give them an extra day off work or take them out for lunch. Backing up a decent salary with increased personal rewards and incentives is much more effective for motivating staff and creating loyalty and retention. Encourage staff to bond in an informal setting i.e. lunch at the local pub or team building sessions away from the office. This will improve working relations, creating a harmonious and supportive environment amongst colleagues.
About GCS - www.gcsltd.com Established in 1989, GCS is an IT recruitment specialist with an annual turnover of £23 million. The business has grown organically and consistently, principally on reputation and referral, featuring in The Sunday Times Fast Track 100. GCS employs 74 staff in its network of offices in both the UK (London and Reading) and Continental Europe (France, Ireland and the Netherlands).
Chris Bartlett Tel: 0118 9563900 Email: email@example.com