4 Types of Motivation that Reduce Employee Turnover

Posted on

July 19th, 2022

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All forms of motivation fall into two categories: intrinsic and extrinsic motivation. Intrinsic motivation comes from within. It fuels employees that strive to complete tasks that make them feel good about their work. Employees gain an internal reward without expecting praise when they’re driven by intrinsic motivation. Extrinsic motivation comes from external sources, either in the form of a reward or avoiding punishment. Examples of extrinsic motivation include employees who go above and beyond to achieve a bonus and employees that come to work on time to avoid disciplinary action.

  • Achievement motivation. Employees that are driven by achievement motivation often strive to reach their goals for personal development rather than praise. The individual may have a personal goal to attain a higher position in their organization, receive a certificate from continuing education, or be the top performer in their department.
  • Attitude motivation. Employees with attitude motivation want to better the world or help people through their work. They often look for employment with companies that espouse the same values, such as reducing their carbon footprint or championing diversity in the workplace. Employees with attitude motivation aren’t angling for a tangible reward. They prefer the good feeling they gain from helping someone or fixing a problem.
  • Reward-based motivation. Reward-based motivation is the most well-known and popular type of motivation. Incentives are powerful tools that provide a rapid increase in workplace motivation. Employees will work harder if they know they’ll receive a bonus or salary increase for achieving preset goals.
  • Power-based motivation. Power motivates employees that strive to improve their position within the company or their life situation. These employees often possess leadership qualities and inspire their coworkers. However, power-based motivation can have significant consequences when placed in the wrong hands. For example, a strong leader can improve a team’s productivity, whereas an unqualified or toxic manager can cause a spike in employee turnover.

Understanding what motivates employees is critical to reducing turnover rates. Rewards are almost always an effective means of motivating employees, but such incentives may not be enough to sustain employees motivated by attitude or power. Signs of employee discontent include a drop in productivity, lack of engagement, and attendance problems. Actec offers an absence tracking mobile app to help organizations manage employee attendance, including leave requests, complying with federal paid leave laws, and tracking attendance trends. Contact us to learn more about reducing employee absenteeism and turnover.

The Number 1 Reason Companies Fail to Retain Employees

Posted on

November 23rd, 2021

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The pandemic forced many employees to reconsider their work situation. More time at home allowed people to view their career through a different lens, and many workers decided they’ve had enough of the stress of their job. However, a high rate of burnout isn’t the primary cause of the sudden deluge of employee turnover. Companies that are struggling to retain their workforce need to focus their efforts on the right place to reduce the number of resignations.

Don’t Bandage the Burnout

No company can afford to lose employees at a cyclic rate. However, the knee-jerk response to fix the perceived problem is often unhelpful. Offering better benefits or upgrading workspaces won’t sway the staggering 41% of workers considering leaving their job if their employers don’t address the root cause of their frustrations.

More often than not, a bad manager is the source of the problem. A recent study found that nearly two-thirds of employees considering a career change noted bad relations with their managers. Bad has multiple meanings for employees. They may feel that their managers don’t appreciate or value their work, that their primary boss is narcissistic, or that otherwise pleasant managers lack enough training to perform their job well.

How to Avoid Mass Resignations

The current job market is at direct odds with conventional beliefs about the employee-employer relationship. In the past, economic instability meant employers had most of the bargaining chips. Employees were often thankful to have a job at all and accepted situations they ordinarily wouldn’t to remain gainfully employed. In the pandemic era, employees are putting themselves first and refuse to remain in intolerable working conditions.

Avoiding resignations requires businesses to identify pain points, such as detrimental managers, and implement benefits that show the company cares about its employees. However, detecting toxic managers poses a significant challenge. Many employees would rather leave than face potential backlash for speaking out against their supervisors.

A simple way to find potential problems among the staff is to track attendance. Unhappy employees are more likely to arrive late, leave early, or miss work altogether. Businesses can use this information to identify troubling trends, such as an uptick in absences within a specific department. Contact the experts at Actec to learn more about improving employee retention with absence reporting software.