Page 118 - Retaining Top Employees

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106 Retaining Top Employees

Rewarding Behaviors and
Encouraging Behaviors
With entry-level new hires,unskilled in the way of business,
there may be a need to reward the development of positive nonnego-
tiable behaviors,through recognition programs and other tools such as
mentoring,coaching,and positive feedback.
To make this learning process effective,it’s important to continue to
encourage those behaviors over time,not just during the orientation
process. Positive behaviors are like muscles: they can become flabby
with misuse. Don’t run your recognition program once or twice,then
remove all forms of support when you see the positive behaviors
emerge. Continue to encourage retention-related behaviors regularly.

Employee recognition programs should be used to develop
positive negotiable behaviors. Except for entry-level new hires
(see above sidebar), if you have to use a recognition program
to encourage nonnegotiable behaviors, there’s something wrong
with your hiring process!

Examples of Retention-Related Behaviors
Here are some examples of behaviors that are indicators of pos-
itive retention attitudes in your top employees. Take time to add
to the list and to consider ways in which you can reward these
behaviors through your recognition program:

• Assimilating with the organization (e.g., learning
acronyms, joining social groups, volunteering to arrange
social events)
• Taking a long-term view (e.g., building relationships with
clients and customers, planning and scheduling medium
and long-term goals)
• Building team relationships (e.g., sharing bonuses or
otherwise rewarding team members, cross-training other
team members)
• Strengthening corporate culture (e.g., exhibiting core
values, informally mentoring or coaching others).