Why is it that some businesses have people who stay with them and consistently perform well? How do they keep them motivated, even through the toughest changes?
Here are a few essential elements at the CORE (Clarity, Opportunity, Recognition and Equilibrium) of successful employment relationships:
To get the right results, you need to be clear about:
- the plan: business goals and values provide the foundation for alignment of people with business needs
- competencies: the skills and behaviors which drive your recruitment, selection and training activities
- roles: the tasks that people are to perform and the results that are expected
- resources: the systems, tools, information and relationships needed to succeed
- communication: ongoing and open dialogue to ensure continuing alignment of people with business needs.
People want to do a good job and generally welcome opportunities to:
- be involved: to be asked for their opinion and to have the opportunity to make a contribution
- grow: to develop skills and experience new opportunities for expanding and applying their knowledge and expertise
- comply: to understand what is expected of them in results and behaviour and do it
- succeed: to deliver the results expected.
Recognition of people’s value to the business is critical for ongoing motivation and delivery of results. These include:
- remuneration and benefits: ensuring that people receive pay, benefits and conditions of employment appropriate to the role that they perform and its worth in the marketplace
- ongoing feedback: investing the time to have regular reviews against personal goals, recognition of achievements and areas for improvement
- rewards: personal incentives such as public recognition, gifts or gift vouchers, development opportunities, etc.
- correction: despite best efforts, sometimes a relationship doesn’t work and underperformance needs to be addressed promptly, sensitively and legally.
People like a sense of balance and assurance. This includes:
- life balance: balancing our family and personal needs and our working life is a key driver in attracting and retaining good people
- respect: mutual respect between the employer and the employee and the capacity for open and honest communication
- team: people want to belong and to have a sense of being part of a collective in which they are respected for who they are and what they contribute
- security: the knowledge that the business is successful, my job is safe and I will be able to provide for my needs and those of my family
- sustainability: people’s confidence in the business commitment to continuous improvement and good corporate citizenship.