Founder and Head of the international IT recruitment company Lucky Hunter.
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I often say that it is necessary to pay attention to your employees' motivation, because if you do not provide team members with development opportunities, sooner or later they will simply look for a different company where they will get these opportunities. Therefore, competently building a staff motivation strategy is one of the important tasks of any manager. In this article, I will tell you how I motivate my team members and why I have such views.
Before building the above-mentioned strategy, you need to understand the priorities of your employees. For everyone, motivation may consist of different things, depending on the values and character of each person — so, not all employees are motivated by the possibility of vertical growth, for example. I have experienced cases when it was more interesting for a person to grow laterally or when career growth in principle was not a decisive factor for an employee, but a transparent and competent bonus system played a vital role in their growth.
In order to understand the directions of development that are interesting to each of my employees and to identify their motivation, I regularly hold meetings with employees face-to-face. During these meetings, we discuss together what projects would be of interest to them and how best to plan a system for further development.
For several years of managing my IT recruitment agency, I have identified several main possible ways to build motivation for my employees.
Bonus System
The work of recruiters is organized in such a way that when a job opening is filled, the recruiter gets a bonus, which is added to a fixed salary. This system allows you to motivate recruiters to fill job openings as efficiently as possible and in a short period of time.
Career Growth
Almost all the recruiters who came to us started from junior positions, advancing up to lead recruiters. Such a growth system motivated them to move forward, improving their expertise and skills development. Now I'm trying this plan with IT sourcing specialists. As a rule, most of them want to become junior recruiters later, so this opportunity helps them develop their skills as specialists. Identify and clearly map out paths for employee growth so your team has an idea of how they can move up in the organization.
Mentoring And Training
As I wrote above, not everyone's motivation is career growth or bonuses. An employee might realize they can act as a mentor for junior employees and share their expertise with younger specialists. If this is valuable for a member of my team, then, again, I try to give them such an opportunity. Find ways for your best team members to engage in training new employees.
Self-Development
To cultivate an environment that promotes self-development, encourage your employees to regularly attend various professional trainings and courses, which increases their value as professionals. Often, such team members are also motivated by the opportunity to share their knowledge with more junior employees.
In general, there are many ways to build motivation, which depend on the priorities and goals of the employee, the features of the industry and the capabilities of the company. Hold individual meetings with your team members more often, discuss with them what motivates them and what is important to them, and show flexibility.
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