The first thing that we can do is offer enticing incentives. Another way is to present and develop a system that favors the people we’re looking to keep in the company. Then is to modify the company values to emphasize more of an appreciation in business philosophy. Last is to create more of a Kanye like struggle that the employees are going to go through.
Offering Incentives
The thing about incentives that I can easily identify is that it creates motivation. There’s so many people that look for ways to constantly stay motivated. They find things that spark their interest and do what they can to obtain it. I’ll picture the same way at Derbys. In order to get the dogs to run and complete the race, there’s usually a mechanical rabbit or something that’ll get the dogs running. Of course we’re talking about finding a safe and ethical way of keeping people that ultimately puts money in our pocket. Instead of forcing somebody to do something, consider making it worth their time—the result might actually end up being better that way.
Presenting and Developing Systems
Makes expectations of results typical for the most part. You can jump out the gate with a system that makes a powerful statement that speaks to everybody! If we’re still applying it to the employee that could be one of our best, it could be a case where your company shared an experience with the potential employee that they absolutely fell in love with and wanted to join eventually. I had my own moment that actually makes this section resonate even more. Six Flags for example: I would rarely go in my younger youth years but easily found it being one of the first jobs I ended up getting once I was of age. For me it was the fun experience of going when I did and having so much fun. Then earning my own money started getting on my radar and since I’m a millennial that understands well what it’s like to have the best of 2 worlds, my line of thinking understandably so is making money with the place that brought me happiness. I’d get a chance to be behind the scenes and get paid to see what makes the place I loved be cherished by so many other people too.
Emphasizing Appreciation
An appreciation emphasis instantly becomes beneficial because it provides validation. It’s something we all look for to some extent. You’d be surprised to discover how many people feel overused and under appreciated. This is where you’re able to stand out from the saturation of competing companies that aren’t appreciating the work of their employees. You have to ask yourself if getting something as simple as a thank you goes a long way with you, then follow it up with is my job thanking me enough for what I do.
It develops to where core values become a source that brings about this appreciation campaign that we’re on. We as the company want to be more appreciative. Employees that do things worth appreciating makes that possible. If we’re able to constantly discuss our core values and find a way to channel that passion for it into the characters of the employees, they’re constantly going to be doing things that we’re going to appreciate both on and off the clock. It feels as simple as that.
Multiply a Kanye like effect
I’m absolutely referencing one of the greatest artists of our lifetime. When you’ve been a force and constantly find new ways to reinvent a sound that we already love, it’s an asset to call it at the very least. Retaining employees with the Kanye effect takes a little manipulation to be blunt. You’re gonna have to get them to do some public development. Get them to see how restrictive the world can be. Caution: do this only within the world that your company exists in. Anywhere else will go against your goal and possibly ruin your employee.
Kanye’s struggle is one that he’s been very vocal about—even at where most consider him being at the peak of his career. From the complaints of being restricted from certain industries to even becoming innovative socially. You as the company will have to help craft that narrative and perspective your employees with the most potential has and get them to buy into that. This gets that result we’re looking for because in theory you’re gonna have an employee that’s really willing to crash out for the people they love!
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