Page 120 - Retaining Top Employees

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108 Retaining Top Employees

George Sets the Terms
George wants the new R&D scientists on his team to settle
into cohesive operating teams,as he’s observed this to be
good for retention. He decides to make an award to the team that
comes up with the greatest number of possible uses for a by-product
of a manufacturing process.
He specifies the terms carefully:
• The contest closes at 5 p.m. on February 28.
• Each team must have met as a group on at least three occasions for
at least 45 minutes each time.
• There will be one award,to the team with the most suggestions—a
free meal at a local gourmet restaurant for all team members and
one guest each,with no limit on the food element and a $10 per
person limit on drinks.

Third, be specific about the quality of what you’re offering.
Particularly in dealing with top performers—who usually have
high standards—it hurts the credibility of a recognition program
if the quality of prizes and
awards are hyped. Either
Keeping It Real… don’t scrimp on the quali-
I know one organization
ty of the awards or be
that had a very competitive
ruthlessly honest about
monthly contest for a completely
nondescript football shirt that was them.
handed from winner to winner,rather Finally, make sure to
like the yellow jersey in the Tour de specify the workings of the
France. No one complained about the appraisal part of the
quality of the shirt because there recognition process—who
were no expectations: everyone knew
decides who gets what?
it was merely symbolic and somewhat
Treat your employees with
of a much-loved joke. On the other
hand,a hyped “free vacation” that respect and honesty—or
turns out to be three nights in a you deserve the cynicism
grubby motel in the back of beyond that’s likely to result. If, for
will only have a negative effect on example, the “Employee
retaining top employees. of the Month” award is
decided entirely on your
whim on the last day of the month, say so! (Most employees will