Veja como você pode aumentar a satisfação e a motivação dos funcionários.

Enhancing employee satisfaction and motivation involves creating a supportive work environment where employees feel valued and empowered. Start by fostering open communication and transparent leadership to build trust. Provide opportunities for skill development and career growth through training programs and advancement opportunities. Recognize and reward achievements to show appreciation for their hard work. Additionally, promote work-life balance by offering flexible schedules or remote work options where feasible. Lastly, encourage a positive company culture that promotes teamwork and collaboration. By prioritizing these aspects, you can cultivate a motivated and satisfied workforce that contributes positively to organizational success.

Provide feedback: both when one is successful as when fails. Many a time, in organizations people are just rewarded with a next role or next something when they become successful: Not knowing why they were successful. At the same time when one fails, the failure is remembered not understanding deeply why one failed, may be the person failed doing something the organization never attempted before & actually because of the failure the organization learnt a lot. So the best way to recognize a person in the long run is to give an opportunity to reflect equally on success or failure. Everything else can follow. Only this way an organisation and the employee be on the path of sustained success

It really isn’t that difficult, which is why I find it so hard to understand why so few companies do this really well: 1. Give people the opportunity to grow, both personally and professionally. 2. Reward them fairly for the work that they do, both for effort, and for results. 3. Recognise success and treat failure as an opportunity to learn. 4. Empower them to do their job, and don’t hold them accountable for things beyond their control. 5. Treat everyone with respect and listen to what they’ve got to say. They know stuff that you don’t. 6. Empathise with their circumstances. Life is not a straight line and we will all encounter hardship. To quote Richard Branson: “Look after your people, and they will look after your business”.

Invest in transparency. Clear objectives and constant feedback are essential for alignment and progression with no surprises for either side. There is no point in recognising good work without expectations being set. No one can go the extra mile without knowing how many miles they should go in the first place.

In my first year as HRBP - one of my major goals was engagement. We started to publish a quarterly engagement calendar, started celebrating several special days, contests, threads in our channel etc - imagine celebrating Valentines Day with colleagues. All these celebrations have been so heartmelting, several colleagues have been recognized, many personal stories heard and a lot more. This really contributed in increasing motivation of all.

These for in well with the Logistics Leaders network Employers Who Care and the creation of a new employee value proposition. Based on the issues highlighted above. With a churn rate of 37 % in the logistics sector savings in real money to the bottom line can be massive if employers get this right. Work life balance is a growing issue. Not everything is just about pay.

Employee engagement is the powerful key 🔑 of human Resource management. Purposes is to provide healthier environment to work, let them grow professionally, award them, and keep them happy.

Provide the Employees with adequate opportunities to learn on the job and enhance the practical application of the subject knowlege for the benefiy of the Organization they are working for. Next comes clear identification of the criteria for selection of real performers and then rewarding them appropiately.