Mobility - July 2020 - 48

M

ost individuals, when seeking a
job, share common expectations:
competitive pay and benefits, the
possibility of promotion, and the
opportunity to develop skills. But beyond these hopes,
what really makes employees tick? What motivates
individuals to ensure that they remain satisfied, loyal,
and productive? And what should employers offer?
Leadership today continues to face challenges in
uncovering ways to engage the workforce. Throwing
money at employees, in the form of market-driven
pay and bonuses, isn't everything-not anymore.
Younger employees, particularly those with families, expect more in terms of their work-life balance
and other desirable prerequisites. Providing such
motivational options can be a significant plus for the
employer by demonstrating not only that leadership
cares about employee needs, but that employees are
also a valuable asset to the company.
MATCHING THE RIGHT PERSON
TO THE RIGHT JOB
Sometimes, it's about more than benefits or perks.
"Positive results do not come only by throwing
money or carrots at people, such as generous reward
programs or budgets for training programs that
sound encouraging but only offer a general effort to
boost employees' morale without focus on individual
talent and personalized know-how and skill development," says Ali Kursun, managing partner and
founder of sparkChief & Co., a workforce strategy,
talent management, and rewards consulting firm.
Kursun explains in his sparkchief.com article
"What if Every Employee Had a Talent Agent?":
"Whatever steps are undertaken to promote the
[talent agent] concept would not require large
financial investments to nudge the mind and
the thinking of managers. Instead, the approach
demands some form of collaborative creative thinking-perhaps expanding the scope and responsibilities of mentorship or coaching programs, or
actually including the term 'act like a talent agent'
in the position description of managers. By giving
managers more responsibility and accountability-
and leadership must emphasize accountability-to
help others to succeed, and not just themselves, the
entire workforce could rise to the occasion."
Kursun concludes, "Managers would benefit by
asking their subordinates two questions: What do

48 Mobility | July 2020

you want to do? What do you do well? The answers,
when combined, should be able to point the employee's job duties in the right direction. It's simple
common sense: By matching the individual employee
with the task best suited to that person's skills and
know-how, everybody wins."
CERTAIN PERKS, KUDOS, AND GIFTS
Smart employers, of course, know that they don't
have to spend tons of money to show employees
how much they mean to the organization and the
value of their contributions. Small perks may, indeed,
say more about the company's culture than huge
bonuses. Several common types of noncash options,
cited by Joe Lopykinski on theoverturegroup.com,
include the following:
*	 Rewards, such as a pair of tickets to see a movie or
concert, gift certificates to a popular restaurant, or
even gym membership discounts.
*	 Employee recognition, perhaps through a celebration, reserved parking spot, or a photo in the
company's "Hall of Fame."
*	 Advancement opportunities to work on more
meaningful and challenging projects.
*	 Flexibility in working hours or work-from-home
options.
*	 Work-life benefits such as a day off "on the company."
*	 Personal development opportunities for online or
local off-site training classes paid by the company.
*	 Monthly mentoring luncheons with senior
management.
Lopykinski refers to Google as a company that continuously sees its name near the top of best-placesto-work lists. "Google recognizes that culture drives
everything, and if they take care of their people, their
people will take care of everything else," he writes.
"Many of their recognition programs cost very little,
but it's the recognition and perception of being truly
valued that have enabled them to succeed." 
A company car is another desirable perk, says
digital marketer Irma Hunkeler in an article on
recruiter.com. In "6 of the Best Nonfinancial Incentives
for Employees," she explains the rationale: "Offering
company cars to employees who travel a lot is a
fantastic way to show how much you care. ... A company car can give an employee a sense of independence and autonomy. From a practical perspective,
it means they don't have to worry about filling out
expense forms each month."


http://www.theoverturegroup.com http://www.sparkchief.com http://www.recruiter.com

Mobility - July 2020

Table of Contents for the Digital Edition of Mobility - July 2020

Mobility - July 2020 - Cover1
Mobility - July 2020 - Cover2
Mobility - July 2020 - 1
Mobility - July 2020 - 2
Mobility - July 2020 - 3
Mobility - July 2020 - 4
Mobility - July 2020 - 5
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Mobility - July 2020 - 7
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Mobility - July 2020 - Cover3
Mobility - July 2020 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com