Leadership Development

Leadership: To a great extent, an employee’s experience at a company is shaped by his or her boss; employees rely on supervisors for everything from communication to promotions and rewards. Not surprisingly, a number of studies show that ineffective supervisors – that is, "bad bosses" – are the largest single factor driving employee turnover.
The Employee Retention Challenge –  Development Dimensions International

 

Employees vs. Supervisors: What They Feel Is Important

Item

Employees Ranked

Supervisors Ranked

Appreciation

1

8

To be included

2

9

Help w/ personal problems

3

10

Job security

4

3

Wages

5

1

Interesting work

6

4

Promotions

7

2

Personal growth

8

6

Working conditions

9

5

Tactful discipline

10

7

Myths About Motivation

Most supervisors believe money is the top motivator.  Money is not the top motivator.  Many studies show that good income is usually ranked in the middle of the list of ten top motivators.  Compensation is usually viewed for its exchange value.  Employees "expect" a paycheck in return for completing their work.  Employees want to feel as though their contribution is important.

In those same studies referred to above, managers rate good wages, promotions and job security far higher than do employees.  Employees indicate their top motivators are appreciation for a job well-done and feeling "in on" things.

There is a direct correlation between the expense of incentives and level of satisfaction with those incentives. 

The most important incentives for employees are non-cash rewards.  Employees who feel valued for their work and who receive public praise for their good efforts are the most satisfied employees.

Most employers think that motivational rewards to employees, such as development opportunities, will result in higher turnover.  In fact, the opposite is true.  The more you develop an employee's marketability, the more they want to stay with their current employer.  Development is particularly important for Generation X, who value an employer that allows them to acquire new skills and add challenges to what they do.              

 

The High Cost Of Turnover

Turnover costs at least 150% of base salary

Salary

Benefits

Total

150%

$50,000

$15,000

$65,000

$97,500

$75,000

$22,500

$97,500

$146,250

$100,000

$30,000

$130,000

$195,000

Management Consulting

 

We understand how individuals, teams and organizations

work and how to make them work better!

When your organization is faced with problems that won't go away, TRG Results is the answer. In the long run, you can save time and money by funding the right assistance to help you overcome a current obstacle or avoid costly mistakes in the future. We look at your challenge objectively, will identify and implement the solution.In today’s business environment our client’s want solid advice backed by facts and proven methods for improvement They want specific outcomes and ROI on their investment.  TRG Results brings strong analytics, data and experience to each project.  Our powerful tools and resources will bring the answers you need.  Our experience with numerous organizations we bring “best practices and our ability to transfer knowledge to each client

 

 

Our Expertise Includes:

  • Employee Engagement
  • Leadership Development
  • Feedback – Giving & Receiving
  • High Performance Individual and Team
  • Communication – Behaviors – Motivators
  • Career & Succession Planning
  • Change Management

 

We are your Partners in Your SUCCESS!