How To Motivate Senior Staff? - CiteHR
Head - Human Resources
Chief Mentor -
Recruitment/talent Acquisition, Career Counselling
Autumn Jane
Workplace Happiness
+1 Other

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Hello members,
As a senior operations manager, I look forward to suggestions from you in improving the enthusiasm level and ways and means to motivate them. The senior staff who need such assistance/help are perrforming the same task for 10 years. The only change that has taken place over these years is their designation, they continue to do the same age old mundane job of listening to doctors' dictations and transcribing or editing.
Please feel free to send in your suggestions. My dear trainer friends - please do not forward your write-ups. Am looking for suggestions, fresh ideas.
Padmanaban. M

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Senior Staff Can be motivated in follwoing ways
2-Enrich their job contents
3-Make them responsible for greater responsibilties other than their routine jobs
4-Make them member of senior staff committee like purchase committe, Admin Committee
5-Provide them New Concepts training like SAP , ERP, Computer Training etc.
6-Conduct for them special dinner or gettogether to feel them elevated
7-Extend for them some extra facilities like Car Loan, Flat Loan etc
8-Give them praise and recognition & respect amaong other staff
9-Ask them to suggest on enhancement of company's business & profits
10-Dpute them for Training & development of New Comers.
11-Make them mentor for new comers
12-Give them benefits of reffrerals incentive.
13-Give them some assignments on CSR.
Dear Padmanaban,
This has been discussed lot of times in this site. However do check with the given link.
Motivating employees - financial rewards
Dear Padmanaban

Before you embark further on any initiatives, you have to truly understand what this group of employees really want. Senior employees usually do not like leaving their comfort zone and if their performance are acceptable by the company's standard, why rock the boat?

But if productivity starts to drop, there is morale issues or sudden turnover, or increased mistakes in their work, you need to find the root cause by engaging them and fix them accordingly.

Depending on the outcome of the above discussion, two possible initiatives that can be implemented that brings both value to the company and the employees are:

1. Job redesign
2. Training & Development on Employability & Workskills

An example of the above, the biggest supermarket chain in Singapore send their Packers to attend Cashiering course to become certified Cashier. By doing so, the earning power of employees improved because they are paid more because of expanded job scope. Most importantly, with the additional workskills, employees have an additional job avenue to explore if they decides to resign from the organization (but this is quite rare because employees in actual fact become more satisfied, engaged and loyal).

Autumn Jane
Hello Padmanaban,
Jane has said it right.
First you would need to discuss & gather the inputs on the AS-IS situation [reg productivity-dropping, people/team-handling, cost-factoring during their working, etc]. Then try to analyse the what & why of the situation.
It's only then that you can begin to think of which motivating factors can be effective & to what extent to whom--I don't think a particular motivating tool/step can be applied across the board.
When I read your Posting, I remember an old definition of 'experience' in management. A person of 10 yrs exp can be said to have 10x1=10 yrs exp OR 5x2=10 yrs exp OR 2x5=10 yrs exp OR THE WORST-CASE SITUATION 1x10=10 yrs exp. You seem to have the worst-case situation @ your end [the employees learning for ONLY 1 year and then keep repeating the same exp all over again & again--the Best case being learning all thru the 10 yrs service/exp [10x1 yrs].
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