Keep employees happy during down economy
Here is a hint for all of you business owners and managers of employees: Treat your people right.
In a down economy like we’ve been experiencing, not too many people are getting raises. Most are fighting just to keep a job. But what will happen when the economy improves and jobs become plentiful again? Will your employees be loyal to the brand?
There are some things employers can do to keep their employees happy when times are hard. This is how not to do that.
The daily newspapers I used to work for have been hit especially hard by the recession. I think salaries have been frozen for most, if not all, of the last few years since I left them. There have also been hiring freezes. As people have left they have not been replaced. The staff of one of them has been through unpaid furloughs, loss of overtime, decreased benefits, a layoff, reduced hours for some, significant pay cuts for salaried staff, and so on.
At the same time, people have been picking up extra duties and responsibilities. They’ve been doing more for less for a long time. They’re expected to work like dogs for table scraps. I’ve kept up with many of my friends from those papers and not a one of them is happy with their job situation.
Unfortunately, the job market is so tight that they keep working for fear of being unemployed and unable to get a new job. Fear can be a good motivator, but it’s also rotten for employee retention and morale. Whenever the economy turns around, there will undoubtedly be a mass exodus from those newspapers.
When the companies finally see revenues increasing, they will try to rebound while at the same time suffering a brain drain and the loss of a great deal of institutional knowledge and experience. I highly doubt they are the only companies that will experience that when the time comes. “You get to keep you job” can only provide so much motivation.
I understand that many companies cannot afford to give raises. I think employees understand that. But there are other ways of motivating employees and letting them know you value their service, even when you can’t increase their pay. People like to get things. Whether it be a compliment or a new car, just showing you care about them can go a long way.
Implement an employee of the month program if you don’t already have one. (And then brag about them with an ad in the newspaper!) Honor your top performers with a gift or a gift certificate. You can buy them fairly inexpensively or barter goods and services for other goods and services. For example, if you make pizzas, trade with a movie theater for tickets.
You can also treat the top performers with tickets to sporting events, movies, theater, etc. A $50 gift says a lot and is far less expensive than a 4 percent raise. Maybe you can reward your staff with coffee and donuts, lunch, a round of golf, a magazine (or newspaper) subscription or a promotional product of some sort. Gym memberships and spa treatments are also well received.
Another small suggestion is to do your best to keep a positive attitude and work atmosphere. People get tired of gloom-and-doom. They want to know that what they are doing is important and that their future is bright.
Several of my former colleagues routinely complain about how bad they have it. They grumble about furloughs, pay cuts, increased work loads and so on. Whether management appreciates them or not, they sure don’t feel it. I guess it all boils down to the golden rule of treating others as you would like to be treated.
If you’re going to take away the carrot and start cracking a whip, don’t be surprised when your team comes unhitched and you’re left going nowhere.
Lone Ranger rides on
In my last column I wrote about my desire to sell the Lone Ranger Fan Club and to make more time with my family. I am happy to report that a solution is being worked out that will take most of the load off my shoulders but keep me involved. I can’t tell you what that is just yet, but I think what is being worked out will benefit everyone in the long run.
Stay tuned for more details in the coming weeks.
In a down economy like we’ve been experiencing, not too many people are getting raises. Most are fighting just to keep a job. But what will happen when the economy improves and jobs become plentiful again? Will your employees be loyal to the brand?
There are some things employers can do to keep their employees happy when times are hard. This is how not to do that.
The daily newspapers I used to work for have been hit especially hard by the recession. I think salaries have been frozen for most, if not all, of the last few years since I left them. There have also been hiring freezes. As people have left they have not been replaced. The staff of one of them has been through unpaid furloughs, loss of overtime, decreased benefits, a layoff, reduced hours for some, significant pay cuts for salaried staff, and so on.
At the same time, people have been picking up extra duties and responsibilities. They’ve been doing more for less for a long time. They’re expected to work like dogs for table scraps. I’ve kept up with many of my friends from those papers and not a one of them is happy with their job situation.
Unfortunately, the job market is so tight that they keep working for fear of being unemployed and unable to get a new job. Fear can be a good motivator, but it’s also rotten for employee retention and morale. Whenever the economy turns around, there will undoubtedly be a mass exodus from those newspapers.
When the companies finally see revenues increasing, they will try to rebound while at the same time suffering a brain drain and the loss of a great deal of institutional knowledge and experience. I highly doubt they are the only companies that will experience that when the time comes. “You get to keep you job” can only provide so much motivation.
I understand that many companies cannot afford to give raises. I think employees understand that. But there are other ways of motivating employees and letting them know you value their service, even when you can’t increase their pay. People like to get things. Whether it be a compliment or a new car, just showing you care about them can go a long way.
Implement an employee of the month program if you don’t already have one. (And then brag about them with an ad in the newspaper!) Honor your top performers with a gift or a gift certificate. You can buy them fairly inexpensively or barter goods and services for other goods and services. For example, if you make pizzas, trade with a movie theater for tickets.
You can also treat the top performers with tickets to sporting events, movies, theater, etc. A $50 gift says a lot and is far less expensive than a 4 percent raise. Maybe you can reward your staff with coffee and donuts, lunch, a round of golf, a magazine (or newspaper) subscription or a promotional product of some sort. Gym memberships and spa treatments are also well received.
Another small suggestion is to do your best to keep a positive attitude and work atmosphere. People get tired of gloom-and-doom. They want to know that what they are doing is important and that their future is bright.
Several of my former colleagues routinely complain about how bad they have it. They grumble about furloughs, pay cuts, increased work loads and so on. Whether management appreciates them or not, they sure don’t feel it. I guess it all boils down to the golden rule of treating others as you would like to be treated.
If you’re going to take away the carrot and start cracking a whip, don’t be surprised when your team comes unhitched and you’re left going nowhere.
Lone Ranger rides on
In my last column I wrote about my desire to sell the Lone Ranger Fan Club and to make more time with my family. I am happy to report that a solution is being worked out that will take most of the load off my shoulders but keep me involved. I can’t tell you what that is just yet, but I think what is being worked out will benefit everyone in the long run.
Stay tuned for more details in the coming weeks.
posted by Joe Southern | 9:12 AM
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