{"id":16078,"date":"2021-10-07T09:00:16","date_gmt":"2021-10-07T07:00:16","guid":{"rendered":"https:\/\/my-life.lu\/?p=16078"},"modified":"2022-12-01T11:21:56","modified_gmt":"2022-12-01T10:21:56","slug":"how-to-keep-employees-motivated-56046","status":"publish","type":"post","link":"https:\/\/my-life.lu\/en\/how-to-keep-employees-motivated-56046\/","title":{"rendered":"How to keep employees motivated"},"content":{"rendered":"
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Human resources (HR) departments are responsible for recruiting new staff. Not only do they have to attract the right candidates to their company, they also have to get them to stay. And this is one of the biggest challenges faced by HR. Salaries and financial perks are no longer enough, so how do you keep workers on board in today\u2019s world? Find out in our interview with two HR specialists, Marie Duquesne, Senior Business Partner, and Latifa Toudma, Senior Development Officer in BIL\u2019s People, Culture and Communication department.<\/p>\n

To start with, please tell us what employees are looking for today besides an attractive financial package.<\/h2>\n

Latifa Toudma<\/strong>: If companies want to retain staff and keep them engaged, they need to offer them exciting career prospects and a positive working environment. What we\u2019ve noticed is that financial compensation is not enough to keep employees committed in the long term. Inspiring, meaningful and caring leadership<\/strong><\/span><\/a> makes work fulfilling and creates trusting relationships, which in turn boosts teamwork.<\/p>\n

Marie Duquesne<\/strong>: To that I\u2019d add learning opportunities<\/strong><\/span><\/a> offered by the business, like training courses, or prospects for professional development or even internal job mobility. And employees want to be able to manage their working time in different ways, with flexible hours or part-time work to have a better work-life balance.<\/p>\n

Managers are key to ensuring that staff remain motivated and engaged and to creating a culture of trust within teams.<\/p><\/blockquote>\n

What can you do to boost staff retention? Do you have any specific examples you can share?<\/h2>\n

Latifa Toudma<\/strong>: Managers are key to ensuring that staff remain motivated and engaged and to creating a culture of trust within teams. To help managers elevate their leadership skills, my colleagues and I in the People, Culture and Communication department have introduced a number of capacity-building programmes based around developing a growth mindset culture within teams, adopting good habits, giving constructive feedback, offering interesting assignments, to name a few.<\/p>\n

We also help our staff enhance their professional skills throughout their career, with various technical or language training schemes. We help them develop, expand their profile and become aware of their strengths and weaknesses.<\/p>\n

Marie Duquesne<\/strong>: For me, the key to strong teams is trust. Senior Business Partners are there to ensure regular contact with managers and employees in order to get to know them better and support them throughout their career. By fostering this ongoing dialogue, we can build a culture of trust and intervene where necessary. Our job is to guide staff and help them grow within the company by establishing \u2013 with input from them \u2013 what they need in terms of development, mobility, progression, and so on.<\/p>\n

The younger generation are a new challenge. They have specific expectations that we have to incorporate into our models. And we cannot use the same management techniques as in the past.<\/p><\/blockquote>\n

Have you seen any changes over the years? As younger people enter the job market, how have their expectations changed compared with 5 or 10\u00a0years ago?<\/h2>\n

Latifa Toudma<\/strong>: The younger generation are a new challenge. They have specific expectations that we have to incorporate into our models. And we cannot use the same management techniques as in the past. Younger people need to understand their role and see the value they bring to the company. One major step we\u2019ve taken has been to adapt our training sessions and shift towards gamification and simulations. These tools help our younger employees respect and better understand the various concepts at the bank while also picking up new skills.<\/p>\n

They have a very different relationship with time too. If they get bored of their job, they can just leave the company overnight. And increasing their salary is not enough to keep them on board anymore. We have to change: we must give them recognition for their work more quickly, and they want feedback, interesting projects and a sense of direction.<\/p>\n

Nowadays, a business\u2019 vision is crucial for retaining staff.<\/p><\/blockquote>\n

Marie Duquesne<\/strong>: We\u2019ve noticed that candidates\u2019 questions in interviews have changed. Today they\u2019re much more likely to ask about their future employer\u2019s vision. Rather than the salary and what the job actually entails, they want to hear about opportunities to share knowledge and experience and to network. When younger people are choosing an employer, they\u2019re looking for a sense of belonging and a collaborative environment.<\/p>\n

We\u2019ve also had questions about the company\u2019s strategy and future plans. They have a keen sense of social and environmental responsibility and want to be proud to work for an organisation that shares their values. Nowadays, a business\u2019 vision is crucial for retaining staff. These questions of direction were less important 5 or 10\u00a0years ago. And that\u2019s why, as a business, we have to communicate more with employees on social and environmental issues. We have to be open, emphasise our commitments and promote our employer brand.<\/p>\n

In what way has the pandemic changed how you motivate employees? How do you keep them engaged remotely and encourage them to get involved?<\/h2>\n

Latifa Toudma<\/strong>: Managers have had to develop new leadership approaches<\/strong><\/span><\/a>. We\u2019ve organised sessions to help them with these new ways of working and provided tools to help them keep in touch with their teams. Organising regular virtual meetings to set goals, clearly defining everyone\u2019s roles and holding one-on-one sessions to gauge employees\u2019 morale are other ways of maintaining positive, trusting relationships with staff.<\/p>\n

We\u2019ve also set up more relaxed get-togethers so that employees stay engaged and positive during these difficult times. We run Friday video calls to celebrate the weekend, coffee breaks with colleagues from other departments and \u201cfeed your mind\u201d sessions to give them the right tools for their future success.<\/p>\n

\"\"<\/p>\n

The pandemic has shown us just how strong our staff are and how capable our organisation is of dusting itself off and moving forward.<\/p><\/blockquote>\n

Marie Duquesne<\/strong>: We\u2019ve also tried to continue with certain celebrations to show staff that we\u2019re always there for them, even though we aren\u2019t all in the same building. Among other initiatives we\u2019ve sent Christmas presents, shared music playlists and set up a Pinterest group to give parents craft ideas. These have created spaces for everyone to talk, to have fun together and feel a sense of belonging to the group.<\/p>\n

The pandemic has sped everything up. It\u2019s taught us new ways of working and showed us how we can adapt. But most of all, it\u2019s shown us just how strong our staff are and how capable our organisation is of dusting itself off and moving forward.<\/p>\n

With candidates\u2019 expectation changing, what does recruitment look like in the future?<\/h2>\n

Latifa Toudma<\/strong>: For us, candidates\u2019 technical skills are important for the business, but their personality and values are key factors when we\u2019re recruiting them. When we\u2019re selecting candidates in future, we\u2019ll be looking for their collaborative teamwork skills, their desire to see the organisation grow or whether they\u2019ll fit in with our business culture.<\/p>\n

Marie Duquesne<\/strong>: Overall, I\u2019d say that the biggest change is the notion that the company has to be attractive to candidates. Nowadays we have to position ourselves as a preferred employer and share our values and actions with our future staff in order to motivate them. We need to remember that while we may choose our candidates, from now on they\u2019ll be choosing us too.<\/p>\n","protected":false},"excerpt":{"rendered":"

Human resources (HR) departments are responsible for recruiting new staff. Not only do they have to attract the right candidates to their company, they also have to get them to stay. And this is one of the biggest challenges faced by HR. Salaries and financial perks are no longer enough, so how do you keep … <\/p>\n

Continue reading “How to keep employees motivated”<\/span><\/a><\/p>\n","protected":false},"author":4,"featured_media":19410,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":"","beyondwords_generate_audio":"","beyondwords_integration_method":"","beyondwords_project_id":"","beyondwords_content_id":"","beyondwords_preview_token":"","beyondwords_player_content":"","beyondwords_player_style":"","beyondwords_language_code":"","beyondwords_language_id":"","beyondwords_title_voice_id":"","beyondwords_body_voice_id":"","beyondwords_summary_voice_id":"","beyondwords_error_message":"","beyondwords_disabled":"","beyondwords_delete_content":"","beyondwords_podcast_id":"","beyondwords_hash":"","publish_post_to_speechkit":"","speechkit_hash":"","speechkit_generate_audio":"","speechkit_project_id":"","speechkit_podcast_id":"","speechkit_error_message":"","speechkit_disabled":"","speechkit_access_key":"","speechkit_error":"","speechkit_info":"","speechkit_response":"","speechkit_retries":"","speechkit_status":"","speechkit_updated_at":"","_speechkit_link":"","_speechkit_text":""},"categories":[37,150],"tags":[470,471],"class_list":["post-16078","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-me-and-my-family-en","category-jobs-en","tag-contact","tag-jobs-en","my_family"],"yoast_head":"\nHow to keep employees motivated - myLIFE<\/title>\n<meta name=\"description\" content=\"Attracting and retaining staff in a business is a major challenge for HR departments. 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