Far more important for today's employees is this: intangible recognition for a job well done. This recognition usually requires little or no financial commitment for an organization, yet produces a high return. Included are things such as:
Managers who systematically do such things with their employees almost always are viewed favorably. They reap the benefit of being a magnet for talent—and the type of manager an employee may be reluctant to leave.
There is one saying: "If you have a good boss, you have a good job." And another: "People are attracted to companies, but leave managers." Both of these nosegays acknowledge the importance of managers in forging relationships that make employees appreciate their jobs and workplace. As a result, employees strive to do the best job possible day after day. How employees get treated by their managers is thus a "make or break" issue with respect to retention: They either desire to remain in their jobs over time—or can't wait to leave the first chance they get.
SOURCE: Bob Nelson, president, Nelson Motivation Inc., San Diego
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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