11. Negotiate the Right Salary
Good people are free in that they contribute more in dollar value than you pay them in salary and bonuses. Every good person that you add to your payroll increases your bottom line.
The fact is that today you have to pay talented people whatever it takes to hire them in comparison with what they could get working somewhere else. At the same time, you are buying a service for your company and you are duty bound to purchase this quantity and quality of service at the very best price.
Do your homework. Ask around to determine what the job is worth in the current market. Consider how much you are currently paying people in similar positions. Second, think through and determine how much you can afford to pay for someone in this position. But remember that whatever the market is paying is the minimum that you will have to pay as well. People may not be motivated solely by money, but money is a key consideration when it comes to taking a job.
If you are hiring someone away from another company, you will have to pay at least 10% more than he or she is currently receiving. 10% seems to be the psychological point at which people will consider moving from one company to another. This is especially true for younger workers with shallow loyalties to their current employers.
12. Start them off right
Good people are too valuable and scarce today for the old “sink or swim” method of hiring and starting new employees. To ramp up quickly and get right into their new jobs, the employees require a “hands-on” approach from the first day. Sell the employee on the importance and value of his job and explain how it fits in with the activities of the company.
13. Start them off strong
The key is to start off with lots of work to do. People love to be busy and never so much as when they are nervous and unsure at the beginning of a new job. A full workload from the first day makes the job challenging and exciting.
14. Solve problems quickly
Two key problems cause most difficulties in the workplace. Both of these are the fault of managers. They are 1) Lack of direction and 2) Lack of feedback.
The most powerful single motivator in the world of work is being told exactly what one is expected to do. When people are absolutely clear about what the boss wants, and when and to what standard, they feel more competent and confident. They feel more focused and directed.
15. Improve performance professionally
A) Sit down with each employee and explain clearly what he or she is expected to do.
B) Set measurable standards of performance for the job you want done.
C) Never assume understanding. When you have delegated an assignment, ask the employee to repeat it back to you in his or her own words.
D) Give regular feedback on performance.
E) Inspect what you expect. When you delegate a job, you assign responsibility but you still remain accountable.
16. Assume the best of intentions
Misunderstandings, conflict and friction are normal and natural elements of the human condition, especially when very different people, with extremely complex lives, are working together for many hours in a small space, like an office environment.
Never allow yourself to become stressed out because of dissatisfaction with the performance and behavior of someone who reports to you. You should never go home with a problem left unresolved or a difficulty that you have not confronted and dealt with in some way.
17. Satisfy their deepest needs
To keep the very best people, you need to satisfy their emotional needs as well as their financial and physical needs. Each person has 3 major emotional needs in the world of work. These are for dependence, independence and interdependence.
Dependence needs deals with the desire that everyone has to be part of something bigger than himself or herself. People want to belong to an organization or support a cause. They want to feel that what they are doing makes a difference in the world. People want the security, comfort and satisfaction of being protected under the umbrella of a company or greater authority.
Each person has needs for independence as well. This is the need to stand out from the crowd, to be recognized as a special and important person in the eyes of others. Whenever you say or do anything that makes a person feel more valuable, you satisfy the need for independence and the feeling of importance that goes with it.
The third type of need that each person has is for interdependence, to be part of a team, to work effectively and cooperatively with others. Human beings are social animals, and they are happy only when they are working with other people in a harmonious and productive environment.
The very best companies and the very best managers are always looking for ways to create a greater sense of happiness and cooperation among their people. This is a chief role of management and leadership.
18. Practice Participatory Management
One of the most valuable contributions you can make to your organization is to create an environment where people enjoy working and feel motivated to perform at higher and higher levels.
The president of a large distribution company learned about the importance of weekly meetings among the staff at all levels. His company had not held regular meetings for years, so he decided to give it a try. When he called his managers together for the first weekly meeting, they were extremely suspicious. They sat with their arms folded and contributed little. But after 2-3 weeks of open meetings, the barriers began to come down. The managers began making suggestions to increase sales, cut costs, and improve profits. Within 6 months, the entire company had turned around.
Each manager began holding meetings with his or her staff every week as well. The psychological climate in the company went from one of fear and distrust to one of openness and high energy in a very short period of time. Losses turned to profits and the company began to grow.
These regular meetings build stronger bonds of friendship and cooperation among your staff. All kinds of problems are ironed out quickly. People began to share their own personal experiences. And best of all, they begin to laugh together and see themselves as important parts of a team and of the company as a whole.
19. Make them feel important
Imagine that every person in your company is wearing a sign around his or her neck, all day long, that says “Make me feel important”. In every interaction with every single person, you should response to this basic human request. You should always bee looking for ways to make people feel important and valuable as parts of your team.
20. Create a Great Place to Work
Employee retention is vital to business success in our current job market. The high costs of employee turnover can be enough, all by themselves, to put a company under water. You must create a great place to work, and the first way to do that is, as W.Edwards Deming said, “Drive out fear”
Your job is to create a high-trust environment where people feel terrific about themselves. They feel positive and happy. They feel protected and secure. They feel comfortable in your presence.
21. Focus on your people continually
If you focus on your people, your people will focus on the business and on making it a success. If you focus on your energies on making people feel great about themselves, you will bring out of them the highest level of creativity, positive energy, cooperation, commitment and dedication to getting the job done and getting it done well.
Because so many jobs are available today, each person who works for you is, in effect, a volunteer. Each person can go somewhere else. Each person who works for you has lots of other opportunities. And the more competent your employees, the more opportunities they have. The more valuable they are to to your company, the easier it is for them to go somewhere else if they are not happy where they are.
When you treat each person like a volunteer and continually express your appreciation to him or her for working with you and helping you to achieve your goals, your attitude will be more positive and considerate. You will be far more polite and courteous to each person. You will be more suportive and encouraging. You will be friendlier and more sympathetic. You will not criticize, complain, or get angry when things go wrong. After all, you may remind yourself, these people are volunteers and they can leave any time if they are not happy.