Wages are not the only way to keep employees loyal

I would like to ask my friends, does anyone think that a generous treatment can make employees work hard for you? We all know that Google's treatment is a good name, but in a survey, they found that the most important thing to employees is not those who can eat the fruit, free hair, Massage, even medical services, and so on, but think "can have the opportunity and the most core of high-level contact, can have one-on-one meeting, in the face of problems to get their guidance, and in their own lives and careers can also get their attention."

Pay and benefits alone do not guarantee that your company's best employees will work faithfully for you. Arnold CSM, who surveyed 3,000 employees and 500 managers in the advertising media industry, found that 30% said they could change jobs within 12 months. Jill is the X media that spends a high price on digging from rivals. She did a good job and paid well, but because she didn't have the opportunity to communicate well with the senior level, she was so unsure about her work that she ended up quitting.

So how do you make your best employees work faithfully for you? The following 5 points are well worth pondering:

1. Creating an educational culture

For employees, staying in your company is one of the most important factor is that they can continue to learn and grow. But a recent survey shows that management and staff have a different understanding of corporate training, and 90% of employees think they are learning to solve problems independently, but only 25% of managers who agree.

So, to make your employees constantly motivated to work hard, you need to create a culture of learning. Provide them with training to let them know that they will grow a lot when they resign.

2. Provide regular, consistent feedback

Feedback mechanism is very important. But a survey from motivate IQ showed that 53% of employees felt that the feedback they received from their bosses did not allow them to sustain such excellent performance next time, and 65% said that the feedback they received from their bosses was not effective in helping them correct their mistakes.

It is important to have effective, timely and constructive feedback after the event. If you wait until one months after you give feedback, then the environment has changed, the staff may not be able to be the positive impact of the feedback.

3. Make time for one-on-one meetings each week

At first it sounds like you might think there are too many meetings, but one-on-one meetings can be the most important way to keep your best employees.

The best executives surveyed by Google found that poorly performing managers were inconsistent with the mechanism for one-on-one meetings: some only talked to poorly behaved employees, while others only talked to the best performers. Then they improved that the manager wanted all the team members to have a chance to talk.

In fact, this relatively close conversation can be anything to talk about, including upcoming projects, recent customer messages, and so on. And it is in these conversations that managers can have a good understanding of the employee's views of the project, the staff's personal feelings and so on.

4. Proper management of tedious projects

Not every project in the process is interesting, and some projects are tedious, and managers need to be properly and responsibly dealing with such things.

For example, to encourage employees to "we have done this project, our products will be in the early next year to be a good appearance in the market." In addition, some other motivating factors can be added to the tedious work to reduce the boredom.

5. Public praise of the excellent performance of employees

Many managers are too obsessed with the glamour of material subsidies, and the need to know that money is sometimes not the most effective way to encourage employees. A survey by McKinsey on the most motivating factors in 09 showed that the top two were "public praise by direct leadership" and "leadership attention".

In addition, in terms of praise, public praise is magnified many times more than the positive effects of private praise on employees. Because at this time you create not only your personal identity to the staff, but also the whole team to the staff recognition.

Retaining the best people is always one of the most important jobs of a company's managers. Don't think your employees are afraid to resign when the economy is depressed. Since the willing to spend a high price from the market to dig very good talent, then why can not do a little more work to let their real heart, loyal to your company to create value?