Who Says They Aren’t Motivated?

The Financial Burden of Turnover

 Scheduling Interview  Conducting Interview  Background Check  Processing Paperwork  Orientation  Attending Job Fair  Exit Interview  Advertising & Recruiting  Drug Testing  Fitting & Providing Uniform  ALL ASSOCIATED COSTS AND % OF OVERHEAD TO MAINTAIN DEPARTMENTS COSTS INCURRED BEFORE TRAINING: STAFF LABOR COSTS:OTHER RELATED COSTS:

The Financial Burden of Turnover  Take annual cost of training (staff, materials, facilities, % of overhead, etc.)  Divide by number of employees.  This gives cost of training per employee Typically, training costs are between 1% and 6% of payroll. TRAINING COSTS

The Financial Burden of Turnover  Revenue lost from position unfilled  Worker not yet up to speed / still training  Supervisor concentrating on new worker and not other duties  Poor performance due to cycle of of low motivation … low productivity … low retention leading to lower margins / lower wages / low motivation / low productivity …  LOSS OF SALES due to lack of productivity and / or poor customer service. PRODUCTIVITY LOSS

Motivation / Retention 101  Skill Variety  Task ID/Significance  Autonomy  Challenge  Recognition  Potential of Additional  Advancement  Sense of Achievement  Camaraderie  Strong Communication from Management

On-site Survey, Successful Managers...  Said “thank you”  Let workers know they did a good job  Greeted people as they came in  Communicated information from higher- ups (buffered rumor mill)  Pitched in, got hands dirty  Gave direct feedback, respectfully  Explained importance of job

Survey: Successful Managers...  Asked questions showing personal interest  Did special favors (took to lunch, extra time off, etc.)  Were honest and fair…didn’t let anyone get away with slacking off  Backed them up with management  Joked around and allowed joking around

Do I or Don’t I? Personal Motivators Reasons To Work well Reasons NOT To Work well

CAN’T VS. WON’T CAN’T Want to…don’t know how WON’T Can…don’t want to PERFORMANCE= Motivation x Ability degree they want to x degree they can

If An Employee Seems “Unmotivated”, Maybe They...  Think they’re already doing it  Don’t know how and were afraid to ask  Don’t understand “why”  Are negatively reinforced for doing it right  Are positively reinforced for not doing it right  Are physically or otherwise unable  Haven’t reason to do more than good enough  Are being managed by someone else

Communicate Productivity Message (benefits for good work) through:  Recruitment  Interviews  Orientation  Training  Informal supervision  Performance evaluations  Team and department meetings  Demonstrated career pathing  Communications from upper management

Productivity: You Get What You Give  Publicize and promote it  Show management support for it  Teach managers how to improve it  Expect it  Measure it  Reward it To improve productivity on a corporate level, generate a campaign with goals and benchmarks

Retention & Motivation High Turnover Is Not A Reflection On The Nature Of The Workers… High Turnover Is Management Falling Short In How They Manage The Workforce And The Supervisory Personnel Within It.