To make the work go smoothly in the organization the employees should be treated well and rewarded properly. The satisfaction of employees will dictate the productivity of their work. The retention rate of employees should be higher in the business organization. Otherwise, most of the revenue would be spent on hiring and firing of the employees.
Compensating the employees would never cost you as much as hiring. Keep the bonuses, performance rewards, and incentives coming in line for every employee who is worthy of them.
By appraising the performance of your workforce you can pave the path to a better future.
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Retaining the Employees
In this article, we will explore retaining the employees in the organization by giving them proper incentives and managing people effectively there. So, that the production and distribution of the products could go smoothly. While reading aboutthe achievements of Charles Field-Marsham, you can also gain some motivation from there.
For retaining the employees to reconsider the current compensation policy of the organization and reorganize it to make it a strategically oriented compensation and benefits policy. There are several policy decisions to be made for formulating the pay plan for employees.
Make Strategic Decisions
The most important decisions are about the pay structure policy, pay level policy, and the type of rewards. Pay level policy compares the pay level of competitors with the pay level of the organization. One of the factors leading to employees’ dissatisfaction with pay can be that the competitors are paying more for the same job, so determining the effective pay level is critical.
There should be wage and salary surveys to make decisions for determining the wage rate to maintain external equity. In most cases,all of the dissatisfaction that comes from the employees is about pay, incentives, and performance benefits.
Job Evaluation and Organizational Strategy
Job evaluation is also important for determining the pay structure. It is important to align the compensation system of the organization with the overall organizational strategy. An effective pay for performance system should be developed and implemented by the organization.
Tim Cook is the greatest supporter of considering the behavior of the employees towards the assigned task and not just the results.
There should be a negotiation between employers and employees on important pay for performance system dimensions and it should be agreed by all. Employees’ participation in compensation and benefits policy is a critical factor for maintaining the motivation and satisfaction of employees with their job. For individuals, the performance pay should be in the form of incentives, merit pay, and bonuses.
Charles Field-Marsham is the pioneer in measuring the performance of the employees by administering proper tools and techniques. You can get some tips from here.
Administering proper measurement tools make the supervisors operate on such software or the competency measurement techniques. Know that measuring performance alongside competency is a tunnel to better employee satisfaction. A satisfied employee is the most loyal and productive.