Retaining and Motivating Employee

Introduction
As stated by Baumeister (2001), motivation is set of actions of a person that
make the individual to move towards a desired objective. Employee retention
and motivation is an important factor for any organization's development and
success. Motivation helps people to work well with a specific goal in target. In
order to improve their productivity, profits and services organizations must
have proper approached and methods to motivate employees. Retaining
talent will help in extra cost of hiring and other concerns arise due to walk out
of employee.
As per Murphy (2009), employee motivation has been a prime importance in
human resource. Motivated employees are expected to be determined,
productive and ready to take challenges. Motivating employees with rewards
and recognition give better results in organization's development.
Motivation and Employee retention
Baumeister (2001) says that it is not sure to have employees with the required
talent and skill-sets will be available during recruitment, organizations should
look into modern methods to preserve and retain employees. He further cites
that Employees must be aware that their actions are effecting companies
work and progress and they have responsibility for the growth of organization.
The management should let employees know that how much they value to the
company by giving them rewards and appreciating their work.
He says there are several motives why employees leave a company.
Generally:

Inadequate pay compared to their work

Lack of growth opportunities
Few or absence of Human Resource Policy
Biased or unjust behavior from superiors
Personal reasons
Better Opportunity in other place or company

As per Lawler, (2010) says that finding out what motivates employees is a
challenge for human resource management. Earlier employees used to stay
with a company for long time and retire from it. In today's world employees
change the company if they do not find security and not properly motivated. In
order to have a competitive advantage, it is very much required to know what
motivates employees. In case companies require only fulfillment and
acquiescence from employees, they do it with payment and other allowances.
Every time other bonuses and rewards are not due to performed work alone;
they are allocated by managers to make sure that the job is done timely and
correctly.

George (2011) states that in today's competitive edge it is important to know

what promotes and encourages employees. It is vital to preserve the talent
and performance of workforce. The human resource management should
create trust and motivated surroundings where employees are more
interested to contribute their knowledge, expertise and like to continue and
foster. Awards, incentive and other perks are considered good motivators.
What people look today is job that is in their interest and skill, challenging,
offers growth opportunities, better work environment and supervisors who
helps and promotes.
Reasons for job dissatisfaction and reasons for job satisfaction and motivation
are different. Based on a recent study conducted on as many as 10,000
employees, it is found that incentives, reward and recognition are the prime
factors for motivations and retention of an employee. In today's workplace
manager's face to face interaction with employees, acknowledgment and
appreciation are major source of motivation. Motivation is key factor in
employees success. According to an article by Society for Human resource
Management major companies are focusing on team leaders and managers
to be good motivators. Additionally companies are focusing on employee
training and development in order to position them for future.

Also its been observed that most employees take warnings and memos as
negative feedback and get de. It is required for human resource management
to explain reasons and motivate them to avoid further issues.
It is important to have long term success plan for a company. In order to
achieve this series planning can help that. In situations like increased
uncertainties and turmoil management has to deal with a tough task of
motivating and retaining employees. Managers use different sophisticated
analysis methods to spot employees who have the potential to be promoted.
They also plan out the employees course to promotion. Long time retention of
employees gives a company a dependable talent and organizational strength.
The walk out of a skilled and experienced employee is causes a talent and
experience gap. That will be difficult to find replacement of similar
competence.
It is crucial that employee and the company should know what they expect
from each other. The human resource management should take care that
skillful employee should work with the company for a long time. Positive
feedback on a regular basis does more to propel success in an individual than
any other performance related tactic. There are several factors that
emphasize on importance of employee retention. Employee retention will
reduce the hiring cost which may add more expenses to the company's
budget. This includes loss of productivity, recruitment costs, training expenses
and extra salary for new hired employee.
As per Buckingham and Coffman, (1999) in order to retain employees,
superiors must be in touch with employees; measure their talent to take on in
different programs, give upright performance feedback; help developing their
potential; know their weaknesses; motivate and give importance to each
employees unique style and abilities. Regular interaction with employees
about their performance is important to increase their confidence and
performance. Positive interaction and exchange of ideas can motivate and
strengthen exceptional work. In order to retain employees several approaches
can be made. Like managers need to set expectation to employees so that
they will have goals to reach out. Employees performance can also be
measured against these goals. Setting goals like attendance, punctuality, time

utilization and management satisfaction. The other way is to give employees

the necessary space and tools to complete given tasks. Employees want
proper means to get do the work as per given schedule. When employees
sense that required equipments are readily available to perform the job they
feel job satisfaction. . Moral support from supervisors is equally important.

Employee Retention Program is useful and a systematic approach to make

and promote surroundings that persuades and supports employees to remain
employed. This is achieved by keeping up plans and approaches in such a
way that deals with their diverse needs.
Conclusion
Motivation is key factor in organization's success. In today's workplace it is
required human resource management should demonstrate own motivation
through behavior and attitude.

In today's workplace human resource

management should adopt certain approaches like employee engagement,

rewards, and appreciation and future benefits to keep employees motivated.
Identifying and giving out measurable goals with employees give a
transparent and justifiable way to retain employees.
.

Reference
Baumeister, R.F.; (2001), "Motivation: Research, theory, and applications",
New York: Aston Press
Coffman, (1999), Facts of Organizational Behavior. New Jersey: Prentice Hall.
Buckingham and Coffman, (1999), Matching individual and organizational
needs. Massachusetts: Addison-Wesley

Lawler (2010), "A motivated workplace", San Francisco: John Wiley & Sons,
Inc
Murphy, Jim (2009), Inner Excellence, London, McGraw-Hill
George Lamb (2011), " How to build motivation in today's workplace";
Retrieved from http://www.csmonitor.com
Doyle,(2012). Intrinsic Motivation and the Process of Learning retrieved from
http://www.csmonitor.com