In fact, most employees in this study rated training opportunities as highly important career benefits, with job-specific training at the top (54%). If they’re serious about their work, employees will want to improve in their field. So offer them various opportunities to do so - more significant duties, more impressive job titles, bigger offices, etc. Career Growthĭon’t underestimate the power of prestige.Įven if they’re not part of a big corporation, most driven individuals will still want to move up in the ranks of their organization. If you don’t have the funds (or you don’t like the competitive atmosphere that performance-based compensation can create), consider offering other forms of growth. Naturally, employees will be motivated by the possibility of increased income, especially when it’s tied to their performance.īut don’t make the mistake of thinking that money is the only way to keep your staff happy. This is the one most people consider when they think about career development.
![motivating a work group back in focus motivating a work group back in focus](https://i.pinimg.com/originals/36/9d/5a/369d5a9519972fdab3102809954cb2bd.png)
In an article for Forbes, Victor Lipman lists four types of growth opportunities you can use to engage your employees. There are many ways your company can offer growth opportunities - and some of them don’t cost a dime. Potential for growth is important to employees. Wearing Sweatpants to Work (And Other Benefits of a Casual Company Culture) The 4 Types of Growth Opportunities This global study by BlessingWhite agrees. When asked why they would quit a job, most respondents cited a lack of career opportunity, with 26% citing a lack of growth opportunities. That means that if you have high retention, it’s probably because you encourage career development opportunities - and if you have high turnover, it’s probably because you aren’t encouraging enough of them.
MOTIVATING A WORK GROUP BACK IN FOCUS DRIVERS
In a study by Quantum Workplace, employees listed professional growth opportunity as one of their highest drivers of engagement. Conversely, exiting employees listed lack of growth opportunity as the second highest reason for leaving. But the stats on the subject might surprise you. It seems obvious that employees will be more engaged at work if they know they can grow rather than feel like they’re constantly hitting their heads on the ceiling. How can your business use growth opportunities at work to whittle that percentage down - perhaps even to zero? How Growth Opportunities Improve Employee Engagement and Retentionħ0% of American workers are not engaged at work.