How to avoid losing your best employees?

As practice shows, it doesn't matter what methods were used during interviews to select potential candidates for a position in the organization. This will not solve the problem of intrinsic motivation, which is fading away every day. Intrinsic motivation is strong only at the time of employment, when an employee has just started performing his or her duties. Young professionals are a prime example. The company is engaged in training, and the manager dreams that experience will be added to the general enthusiasm and desire to work, and the employee will become one of the best.

Often, the head of an organization does not notice that internal motivation is beginning to fade away until the work process begins to disrupt and employees start to leave their jobs. In most cases, this happens because the successes of young professionals are not paid for. Even more often, you can see how intrinsic motivation begins to give way to demotivation, and the manager is personally to blame.

The peculiarity of motivation within an organization is the fact that it often does not increase, but it can easily decrease. Therefore, in order to keep motivation within the organization alive, every effort should be made to maintain it and eliminate negative factors.

Factors that contribute to the destruction of intrinsic motivation

Research was conducted to find out why employees are annoyed with their bosses. Three main issues came out on top:

1. The manager does not know how to clearly articulate his thoughts and communicate them to employees.
2. Inability to listen to the opinions of others.
3. Lack of desire on the part of the manager to go into more detail about the problems that arise.

More than 30% of respondents are annoyed by their manager's disrespect, namely, rudeness, raising his voice, which sometimes breaks down into a shout. Sociologists from America and Europe have conducted research on why employees leave. As it turned out, the decisive step is not low pay or lack of motivation, but inept management of the organization and subordinates in general.

The main factors that force specialists to leave the organization and move to competitors include the following.

1. During the interview, the information presented is too embellished, and as a result, it differs greatly from reality, and expectations are not met.
2. The manager stubbornly ignores all the ideas and initiatives of employees.
3. Management does not recognize anyone's achievements and successes in their work.
4. Some specialist skills are not in demand.
5. Lack of prospects for career advancement.
6. The status of a specialist remains unchanged.
7. Employees are not involved in the life of the organization.

When applying for a job, many professionals hear that the management team wants to see initiative, but as practice shows, all initiatives die before they have a chance to emerge.

Undoubtedly, it is necessary to monitor the work of subordinates, to control all processes, but when management begins to interfere in all the details and double-check the work done, it takes time not only from them but also from employees. At the same time, creative people become stifled and unable to function independently.

Any boss who demands that his or her employees work in a coordinated manner, efficiently and quickly, every day must first meet these requirements himself or herself. Any employee is not waiting for an ambiguous instruction, but for clear commands and specific tasks. It is quite difficult to work with someone who is constantly changing his or her mind and cannot settle on one thing. There is no worse situation for intrinsic motivation than when there is a complete lack of a goal, and the manager changes his priorities at lightning speed.

Why it is important to praise employees

It happens that the boss takes all the achievements of the staff for himself, and in such cases, few people want to be active in their work. After all, everyone is pleased when they are appreciated, and also when the success of the company directly depends on them.

There are managers who do not consider it necessary to provide employees with reliable information about any changes within the organization. They explain this by saying that they don't want rumors to circulate within the team, but the employees themselves, living in ignorance and not knowing their future prospects, begin to leave their jobs. Many bosses are used to manipulation, so in their understanding, motivation and manipulation are the same thing.

Distinctive features of motivation and manipulation

Motivation is an internal desire to do something and succeed, and then receive a reward. A distinctive feature of motivation is the kind of benefit that both parties to such a transaction receive. In the process of motivation, a voluntary agreement is made between a specialist and an organization based on the results of the work performed. It should be borne in mind that the result must be measurable in some way, otherwise employees will demand remuneration even if the work is done but the required result is not achieved.

Manipulation is the imposition of any rules. Manipulators usually use a person for personal gain, but not as a party to a transaction. In this case, the other party agrees to the conditions set, even if it means sacrificing personal interests. Manipulators tend to play on people's feelings: fear, guilt, pity.

As practice shows, in most cases, manipulators are looking for excuses. They always talk vaguely about the future, as if they are not sure about it. For example, they ask employees to achieve the necessary success now, with the prospect that they will be rewarded for it later.

Motivation in times of crisis

A crisis is a rather difficult period for any organization. Often, responsibilities increase and motivation decreases. Promising specialists start looking for another job with more favorable conditions, because the demand for good employees does not fall even in times of crisis. So how can you keep your team intact?

Undoubtedly, monetary motivation is not the main motivation. From time to time, even a simple public statement and praise from an employee can be more important than a cash bonus. Many managers listen to the advice of psychologists, arrange for a photo shoot, and then send the photos to the entire team by email so that everyone can see the best performers.

Most employees like it much better when they are publicly praised:

• Contests are of interest to 7%.
• Joint vacation - 7%.
• Photos posted on the honor board - 5%

About 16% of employees appreciate their manager's help in personal matters. For example, mothers are given a flexible schedule, help to get an education or buy a car (interest-free loans).