Seven Ways to Use Rewards to Fix Employees

1. Understand why the employee is having issues. Communication is the first step. Incentives or rewards will not engage problem individuals if they are struggling in other areas, so identify the root of the problem. Why is the employee struggling or not living up to expectations? Is it a lack of skills that can be solved with training? Is the employee’s personality creating obstacles to learning or improving? Are personal problems creeping into the office and causing performance issues? 2. Know the corporate culture. To build an effective rewards and incentives program, know employees and understand the culture in which they work. Many variables contribute to corporate culture, and demographics…

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Employee Retention – Manage your employees stability

I am going to write about the most serious problem that companies are facing these days that is Employee Retention. Attrition causes loss of skills, loss of expertise, drain brain, economic loss and finally it shakes the mindset of existing employees. This instability causes office environment to change rapidly and makes the system unstable. The organizations are continuously working on how to retain employees in dynamic environment. Many experiments have been conducted and trial s have been taken to minimize the attrition rate. Following are few tools and methods used in this era to control the attrition:- 1. Employee Reward Program- You can make a provision of Monthly or Quarterly…

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Talent assessment and segmentation

In the last post(Functional Competency Assessment Form), a method and format was described to find the gap between the present level and required level of competencies and subsequently a lead/lag ratio was calculated. Now the question comes where to use the lead/lag ratio? In this post the ratio will be used to identify and assess the talent and consequently to make  talent pool. This talent pool is a pool of potential candidates which may be considered for promotions in future and for succession planning. Further this exercise has vast applications. it may be used for cross-training, training need identification, multi-skilling, transfers to other departments depending upon the the skills possessed…

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