6 Compensation Trends HR Leaders Need to Know

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

6 Compensation Trends HR Leaders Need to Know

With the war for talent in full-effect, it’s important to look more deeply into how compensation factors play in an organization’s ability to attract, engage, and retain top talent. As we’ve seen trending in the past few years, talent is not attracted to, engaged with, or retained by, compensation alone but that doesn’t mean it isn’t an incredibly important factor. Stay competitive for talent by keeping up with compensation trends.
Read this article...

3 Insights on Employee Motivation

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

What makes some employees pour themselves into the work they do? That's the heart of the question behind motivating employees. Here are three (3) insights on employee motivation.

What makes some employees pour themselves into the work they do?

1. Limit using carrots and sticks to employee motivation.

One of the most well-known motivational concepts is the 'carrot and stick' approach which uses rewards and penalties to motivate others to produce desired results. Believe it or not, this method is still used quite a bit in organizations, despite its lackluster results. Employers continue to rely on rewards and incentives as well as discipline and punishment to motivate their employees.
Read this article...

8 Ways to Get the Employee Behavior You Want

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

8 Ways to Get the Employee Behavior You Want

Behavior is central to a productive and successful workplace. It affects how we pay people for what they merit, who we promote, and what we recognize and reward. And, ultimately, how our employees behave day to day ends up significantly affecting our culture and business.

Because of this, it’s critically important for organizations to make sure that their employees’ behavior matches what is needed in the organization. This includes the basics (respect, honesty, etc.), but also the behaviors that are crucial to the business' success (creativity, initiative, risk taking, etc.).

Much of what we try to do as managers is steer employees to behave in the ways that we want them to. We want them to stop complaining, take more initiative, produce better quality work, improve their performance, serve our customers better, act like leaders, and the list goes on. Essentially, we want them to change their behavior, and we're often stumped (and sometimes even baffled) over how to do it. Influencing and changing behavior is tricky in the workplace. Fortunately, there are some "tried and true" ways to do it.

Here are eight ways to get the employee behavior you want.
Read this article...

What Truly Motivates Employees (Besides Money)

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

Leaders want motivated employees, but often believe that money is the main motivator. Misunderstanding what really motivates employees can have negative consequences when it comes to engaging employees and motivating higher performance.

For example, researchers Teresa Amabile and Steven Kramer interviewed over 600 managers and uncovered that the widespread majority of managers misunderstood what motivates employees. Managers viewed making money and receiving raises and bonuses as the primary motivators, when in fact, upon analyzing over 12,000 employee diary entries, the number one work motivator was actually emotion and not financial incentives. Positive emotions were linked to increased motivation. Meanwhile, negative emotions were linked to decreased motivation.
Read this article...

How to Motivate Employees in 3 Easy, Surprising Ways

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

In “Drive, The Surprising Truth About What Motivates Us,” author Daniel Pink suggests that using only traditional rewards and punishment (“carrots and sticks”) to motivate employees is no longer effective and does not suit the greatest needs and challenges of our organizations.

Win a free copy of this book!

Pink explains that historically, most work was algorithmic. Many of the tasks carried out were routine and a formula/series of steps produced a correct solution. Traditional rewards were effective in motivating people to perform well on those tasks. Nowadays, however, only a small percentage of job growth is in algorithmic work, with the majority of job growth lying in artistic, empathic, complex, technological, and service-oriented work. This work tends to be less routine and more creative, enjoyable, and self-directed; but the same traditional rewards do not motivate high performance for this type of work.
Read this article...