How to Motivate Your Staff
In any business, there will be days where employees and even managers can feel unmotivated. This could be due to a number of reasons, with most being external issues outside of your control. Understanding how to motivate your staff is key to retaining the top talent you have hired and moving the business forward as a whole.
If you want to motivate your staff and produce positive employee engagement, then you need to understand your employees individually and use that to make them feel passionate about their role in the business, working for the business and helping both themselves and the business grow.
We understand the repercussions of losing good members of staff and we don’t want you to lose them because they’re unmotivated. Follow our 15 steps to motivate your staff, keep together the team you have worked so hard to build and develop your business:
1) Learn what drives each employee
Everyone is different when it comes to motivation, some will respond to financial reward, others prefer personal praise and other staff want progression opportunities. In order to motivate everyone, you need to understand what drives them.
There are several ways to find out this information, we would suggest doing it in a one-to-one scenario as they’re more likely to open up about what they do and don’t like working on, what they want to achieve and what their goals are. Listen to what they say and use the information to develop an incentive scheme bespoke to them.
2) Lead with vision
It’s vital that your employees are confident that their efforts are driving towards an overall goal. They need to understand what the end destination is. If you fail to provide a vision for your employees, you will struggle to motivate your staff long term. Company morale will fluctuate between short-term boosts and crashes.
To overcome this, ensure your employees are fully aware of what the business goals are, and provide updates to show how the business is progressing, this is a reflection of their work.
3) Provide a pleasant working environment
Employees are influenced by their surroundings, no one wants to stand around in a dark, boring space for hours on end. By having a well-lit, functional and fun workspace your employees are more likely to enjoy coming to work and working for you.
This encompasses everything from working equipment, keeping the environment clean and tidy, to just making the environment fun, whether that is getting motivational quotes on the wall, funky coloured chairs, anything that will make your employees feel happy and motivated. Research business intelligence for more information about how companies can help you with this.
4) Open-door policy
It’s important to make your employees feel valued. By having an open-door policy, it will help motivate your staff by making feel like their voice matters and their opinions will always be valued.
5) Offer rewards
Employees will want to stay working for you and your business if they have a reason to. One of the best ways to motivate your staff is by providing an incentive programme. This could be a quarterly bonus, free gym access, profit-sharing, anything that will make your employees feel they will be rewarded for doing a good job.
6) Giving them room to grow
Giving your employees room to grow and develop within the company is a great method to motivate your staff. When you give your best performing employees opportunities to grow and develop, it changes their thinking from “this is just a side job” to “this could be a fully-fledged career.”
7) Positive feedback
Positive feedback is a great way to keep your staff motivated, whether that is coming from you, their manager, or from other departments or external customers. It is important to share that with the individual.
8) Be transparent
Being transparent is a great way to build trust with your employees, and they’re much more likely to want to work for a manager they trust. Being transparent also helps them see how they’re performing and helping the business, this will help motivate your staff by helping them feel invested. So, make a point to share company data with them on a regular basis. Monthly reports, number of new clients or even a tracker for how the business is performing against their targets.
9) Flexible working
Flexible working has become much more prevalent over the last few years, with technology changing the way we can work. With cloud-based systems and most things being accessible on mobile, workers now have the ability to essentially work from anywhere, especially at home.
So, if you expect your employees to check their emails or complete parts of a project outside of office hours, it’s only fair that you allow some flexibility when it comes to the scheduling of their hours. Not having to deal with their commute in rush hour and having the flexibility to complete work at home, can help motivate your staff and improve their work/life balance.
10) Recognise their achievements
If an employee has been putting in a lot of time working on a project, or they went out of their way to help a colleague or other department, do not hesitate to praise them for all their hard work. If your employees feel that their efforts are appreciated, they will feel compelled to continue working hard for you.
11) Set SMART goals
By employing SMART goals for your employees, they will be specific, measurable, achievable, realistic and time-related. This will help keep your staff motivated as their goals will certainly be within their reach. If the goals you set them are too aspirational, this could really affect morale as your employees won’t be able to envisage completing them and certainly not overachieving.
12) Give your employees purpose
Employees need to feel important and that what they are doing really matters for the company they’re working for. Make sure your senior managers and CEO take a personal interest in what staff do right down to the cleaner.
13) Give them autonomy
Human beings value autonomy. We all want to feel in control of our time and effort. Giving your employees autonomy also demonstrates that you trust them implicitly, which will go a long way towards forming the bond between employer and employee that you see at highly engaged businesses.
The key is giving your team a true sense of ownership over their work – not just over their most important projects, but on things like working hours and time off. The ability to exert control over their time can be as motivating as the satisfaction that comes with seeing a project through to completion.
14) Encourage friendly competition
Competition can be a great motivator but if you let it get out of hand, conflict can occur between employees.
The goal is not to get your top performers to perform better, it is also to train them to pull up everyone around them and build an efficient, KPI smashing team.
One way to inject some competition into the workplace is through gamification – i.e., introducing elements of gameplay to your team’s most important tasks. This can help to create fun and excitement around the office and motivate your staff to do more and really push themselves.
15) Be open to new ideas
You should never shun away from your employees’ ideas and suggestions, they are working in your business day after day, they will see opportunities for improvement that you and other senior members of staff may not. So be sure to listen to all ideas no matter how silly.
How Recruit Mint can help you create a motivated workforce
During our robust 17-step process we meet every candidate face-to-face. We understand that they’re much more than a CV and covering letter. By meeting them face-to-face we get to understand them, their work history, their goals, their ambitions and what motivates them in the workplace.
It is through this process that we can find you the perfect candidate who can do the job, wants to do the job, wants to work for your company and will fit into your work culture. If you want to find staff who are motivated and want to work for you, then get in touch on 01733 802300 or submit your job today.
2. THE CONTRACT
2.1
2.2
2.3
2.4
These terms of business and the attached Schedule(s) (“the Terms”) constitute the contract between the Agency and the Client for the Introduction of permanent or contract staff (to be engaged directly by the Client) and are deemed to be accepted by the Client by virtue of an Introduction or the Engagement of a Candidate, or the passing by the Client of any information about a Candidate to any third party following an Introduction.
These Terms contain the entire agreement between the parties and unless otherwise agreed in writing by Aaron Bowes the Agency, these Terms prevail over any other terms of business or purchase conditions (or similar) put forward by the Client.
No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between a Director the Agency and the Client and are set out in writing and a copy of the varied terms is given to the Client stating the date on or after which such varied terms shall apply.
The Agency acts as an employment agency (as defined in Section 13(2) of the Employment Agencies Act 1973) when Introducing Candidates to the Client for direct Engagement by that Client.
3. NOTIFICATION AND FEES
3.1
The Client agrees to:
3.1.1.
3.1.2.
3.1.3.
notify the Agency immediately of the terms of any offer of an Engagement which it makes to the Candidate;
notify the Agency immediately that its offer of an Engagement to the Candidate has been accepted and to provide details to the Agency of the Remuneration agreed with the Candidate together with any documentary evidence as requested by the Agency; and
pay the Agency’s fee within 7 days of the date of invoice.
3.2
3.3
3.4
3.5
3.6
3.7
3.8
3.9
Except in the circumstances set out in clause 5.1 below, no fee is incurred by the Client until the Applicant commences the Engagement when the Agency will render an invoice to the Client for its fees.
The Introduction Fee calculated in accordance with clause 3.3 below is payable if the Client Engages the Candidate within the period of 6 calendar months from the date of (a) the Introduction, (b) the Client’s withdrawal of an offer of Engagement or (c) the Candidate’s rejection of an offer of an Engagement, (whichever is the later).
3.3.1 The Introduction Fee shall be payable within days of the date of the Agency’s invoice which shall be rendered once the Candidate
The Introduction Fee is calculated in accordance with the attached Fee Structure Schedule based on the Remuneration applicable during the first 12 months of the Engagement.
Where the actual Remuneration is not known, the Agency will charge an Introduction Fee calculated in accordance with clause 3.3 based on its determination of the Remuneration taking into account the market rate level of remuneration applicable for the position in which the Candidate has been Engaged and with regard to any information supplied to the Agency by the Client and/or comparable positions in the market generally.
Where prior to the commencement of the Engagement the Agency and the Client agree that the Engagement will be on the basis of a fixed term of less than 12 months, the Introduction Fee will apply pro-rata. If the Client (a) extends the Engagement beyond the initial fixed term or (b) re-Engages the Candidate within 6 calendar months from the date of termination of the agreed period of the fixed term Engagement, then the Client shall be liable to pay a further Introduction Fee based on the additional Remuneration applicable for (a) the extended period of Engagement or (b) the period of the second and any subsequent Engagement, subject to the Client not being liable to pay a greater sum in Introduction Fees than the Client would have been liable for under clause 3.3 had the Candidate first been Engaged for 12 months or more.
The Client’s obligations under this clause 3 shall be performed without any right of the Client to invoke set-off, deductions, withholdings or other similar rights.
VAT is charged at the standard rate on all fees.
The Agency reserves the right to charge interest under the Late Payment of Commercial Debts (Interest) Act 1998 on invoiced amounts unpaid for more than 7 days the rate of 8% per annum above the base rate from time to time of the Bank of England from the due date until the date of payment.
4. REFUNDS
4.1
4.2
4.3
4.4
4.5
If, after an offer has been made and accepted, the Engagement (a) does not commence because the Candidate withdraws their acceptance; or (b) once it has commenced, is terminated by either the Candidate or the Client (except in circumstances where the Candidate is made redundant) before the expiry of [12] weeks from the date of commencement of the Engagement; the fee will be refunded in accordance with the accompanying Scale of Refund set out in the schedule to these Terms of Business.
In order to qualify for the refund set out in clause 4.1, the Client must pay the Agency’s fee within 7 days of the date of invoice and must notify the Agency in writing of the termination of the Engagement within 7 days of its termination.
For the purposes of this clause 4 the date of termination of the Engagement shall be the date on which the Candidate ceases working or would have ceased working for the Client, but for any period of garden leave or payment in lieu of notice, whichever is the later.
In circumstances where clause 3.5 applies, the full Introduction Fee is payable and there shall be no entitlement to a refund.
If subsequent to the Client receiving a refund the Candidate is re-Engaged within a period of 6 calendar months from the date of termination, then the refund shall be repaid to the Agency. The Client shall not be entitled to any further refunds in relation to the re-Engagement of this Candidate.
5. CANCELLATION FEE
5.1
If, after an offer of Engagement has been made to the Applicant, the Client decides for any reason to withdraw it, the Client shall be liable to pay the Agency a minimum fee as indicated on the Scale of Refund set out in the schedule to these Terms of Business.
6. INTRODUCTIONS TO THIRD PARTIES
6.1
6.2
6.3
Introductions of Candidates are confidential. If a Client discloses a Candidate’s details to a third party, that will be deemed to be a “Third Party Introduction”. If that Third Party Introduction results in an Engagement of the Candidate by the third party within 6 months of the Agency’s Introduction of the Candidate to the Client, then the Client will be liable to the Agency for payment of an Introduction Fee calculated in accordance with clause 3.3. Neither the Client nor the third party shall be entitled to a refund of the Introduction Fee under clause 4 in any circumstances.
Where the amount of the actual Remuneration is not known the Agency will charge a fee calculated in accordance with clause 3.4 on the minimum level of remuneration applicable for the position in which the Applicant has been engaged with regard to any information supplied to the Agency by the Client and/or comparable positions in the market generally for such positions.
In the event that any employee of the Agency with whom the Client has had personal dealings accepts an Engagement with the Client within 3 months of leaving the Agency’s employment, the Client shall be liable to pay an introduction fee to the Agency in accordance with clause 3.4.
7. SUITABILITY CHECKS
7.1
7.1.1.
7.1.2.
7.1.3.
7.1.4.
7.2
7.2.1.
7.2.2.
7.2.3.
7.2.4.
7.3
7.3.1.
7.3.2.
7.3.3.
7.3.4.
7.3.5.
7.3.6.
7.3.7.
7.3.8.
7.3.9.
7.4
7.4.1.
7.4.2.
7.4.3.
The Agency endeavours to ensure the suitability of Candidates Introduced to the Client to work in the position which the Client seeks to fill by taking reasonably practicable steps to:
ensure that it would not be detrimental to the interests of either the Client or the Candidate;
ensure that both the Client and Candidate are aware of any requirements imposed by law or by any professional body;
confirm that the Candidate is willing to work in the position
obtain confirmation of the Candidate’s identity; and that the Candidate has the experience, training, qualifications, and any authorisation which the Client considers necessary or which may be required by law or by any professional body.
Notwithstanding clause 6.1 the Client must satisfy itself as to the suitability of the Candidate for the position they are seeking to fill. The Client is responsible for:
taking up any references provided by the Candidate before Engaging the Candidate;
checking the Candidate’s right to work and obtaining permission to work as may be required by the law of the country in which the Candidate is Engaged to work;
the arrangement of medical examinations and/or investigations into the medical history of any Candidate; and
satisfying any medical and other requirements, qualifications or permission required for the Candidate to work in the Engagement.
To enable the Agency to comply with its obligations under clause 6.1 above the Client undertakes to provide to the Agency details of the position which the Client seeks to fill, including the following:
the type of work that the Candidate would be required to do;
the location and hours of work;
the experience, training, qualifications and any authorisation which the Client considers necessary or which are required by law or any professional body for the Candidate to possess in order to work in the position;
any risks to health or safety known to the Client and what steps the Client has taken to prevent or control such risks;
the date the Client requires the Candidate to commence the Engagement;
the duration or likely duration of the Engagement;
the minimum rate of Remuneration, expenses and any other benefits that would be offered;
the intervals of payment of Remuneration; and
the length of notice that the Candidate would be entitled to give and receive to terminate their employment with the Client.
Where the Candidate is Introduced for a position which involves working with, caring for or attending a Vulnerable Person the Agency shall, in addition to the obligations in clause 6.1, take reasonably practicable steps to:
obtain confirmation of the Candidate’s identity;
obtain confirmation that the Candidate has the experience, training, qualifications and any authorisation which the Client considers necessary or which may be required by law or by any professional body; and
obtain and offer to provide copies to the Client of two references from persons who are not relatives of the Candidate and who have agreed that the references they provide may be disclosed to the Client; and any relevant qualifications or authorisations of the Candidate. If the Agency has taken all reasonably practicable steps to obtain such information and has been unable to do so fully it shall inform the Client of the steps it has taken to obtain this information in any event.
8. INFORMATION TO BE PROVIDED
When the Agency Introduces a Candidate to the Client the Agency shall inform the Client that they have obtained confirmation of the matters set out in clause 6.1 and in the case of a position which involves working with Vulnerable Persons the matters in clause 6.4. Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or bank holiday) following, save where the Candidate is being Introduced for an Engagement which is the same as one in which the Candidate has worked within the previous 5 business days and such information has already been given to the Client.
9. CONFIDENTIALITY AND DATA PROTECTION
All information relating to a Candidate is confidential and subject to the Data Protection Laws and is provided solely for the purpose of providing work-finding services to the Client. Such information must not be used for any other purpose nor divulged to any third party and the Client undertakes to abide by the provisions of the Data Protection Laws in receiving and processing the data at all times. In addition information relating to the Agency’s business which is capable of being confidential must be kept confidential and not divulged to any third party, except information which is in the public domain.
10. LIABILITY
10.1
10.2
The Agency shall not be liable under any circumstances for any loss, expense, damage, delay, costs or compensation (whether direct, indirect or consequential) which may be suffered or incurred by the Client arising from or in any way connected with the Agency seeking a Candidate for the Client or from the Introduction to or Engagement of any Candidate by the Client or from the failure of the Agency to introduce any Candidate. For the avoidance of doubt, the Agency does not exclude liability for death or personal injury arising from its own negligence or for any other loss which it is not permitted to exclude under law.
The Client shall indemnify and keep indemnified the Agency against any Losses incurred by the Agency arising out of any non-compliance with the Data Protection Laws, and/or as a result of any breach of, these Terms by the Client.
11. NOTICES
All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, by email or facsimile transmission. Any such notice shall be deemed to have been served: if by hand when delivered, if by first class post 48 hours following posting and if by email or facsimile transmission, when that email or facsimile is sent.
12. SEVERABILITY
If any of the provisions of these Terms shall be determined by any competent authority to be unenforceable to any extent, such provision shall, to that extent, be severed from the remaining terms, which shall continue to be valid to the fullest extent permitted by applicable laws.
13. GOVERNING LAW AND JURISDICTION
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
SCHEDULE: FEE STRUCTURE (Clause 3.3)
| Remuneration | Transfer Fee as a Percentage of Remuneration |
|---|---|
| Less than £15,000 | 15% + VAT |
| £15,001 to £29,999 | 17.5% + VAT |
| £30,000 and above | 20% + VAT |
SCHEDULE: SCALE OF REFUND (Clause 4.1)
1.
2.
The following scale of refund only applies in the event that the Client complies with the provisions of clauses 3.1, 4.1 and 4.2 of these Terms.
Where the Candidate ceases working for the Client during the first 12 weeks of the Engagement (except where the Candidate is or will be made redundant) or fails to commence an Engagement, except in the circumstances set out in clause 3.10, a refund of the Introduction Fee shall be paid to the Client in accordance with the scale set out below, subject to the conditions in clause 4.1 and 4.2.
| Week in which the Engagement terminates in accordance with clause 4.2 | % of introduction fee refunded |
|---|---|
| 1-2 | 90% |
| 3-4 | 80% |
| 5-6 | 60% |
| 7-8 | 40% |
| 9-10 | 20% |
| 11-12 | 10% |
3.
4.
There will be no refund where the Candidate’s Engagement is terminated (or the Engagement would have terminated but for any period of garden leave or payment in lieu of notice) during or after the 13th week of the Engagement.
In the event of the Client cancelling the Engagement after an offer of an Engagement has been made to the Applicant the minimum fee specified in clause 5 shall become payable, which shall be calculated as follows: 17.5% of the Remuneration where the annual Remuneration is £15,000 or less and 20% of the Remuneration where the annual Remuneration is £15,001 or more.
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