Reward and motivate people
When people wake up in the morning, Dalton doesn’t think
their first thought is how they could make things bad for everyone else. Instead, he says everyone wants to be successful and
make a difference.
While he tells employees how they affect health care and
patients, it’s more important to show them how important they
are through perks.
While the HR manager has a lot riding on retention, she also
has 20 percent of her variable comp riding on creating two
new employee benefits a year. For example, with the Aurora
Farms outlet mall right next door to the PartsSource headquarters, she negotiated with the mall for employees to
receive 30 percent off at all of their stores last November —
just by showing a business card. Programs like this increase
employee satisfaction.
“I really believe that my assets drive home every night, and
anybody in a leadership role, their job is to make sure that
their assets want to come back to work the next day and
[that] they’re happy about it,” Dalton says.
If employees don’t feel appreciated, they’ll go somewhere
else.
“The typical call center has a turnover rate of about 50 percent a year,” he says. “Can you imagine trying to keep up
with that? It’s exhausting. … I don’t want to go there. It’s way
too much work to do that.”
When employees are satisfied, they’re more likely to recruit
friends and family, so if an employee refers someone who
gets hired, the employee gets $500. If the new hire stays on,
the employee gets another $500 at Christmas as an additional thank you.
“If someone sent you a gift or sends you flowers or says
something nice to you, it feels pretty nice,” he says. “Why
can’t you have a workplace environment where people say, ‘I
really appreciate you doing that?’”
Incentives, rewards and encouragement motivate people to
do their best.
“Highly motivated people are happier employees, and
they’re focused on one thing — satisfying the customer,”
Dalton says.
When both employee and customer are satisfied, then you
have unlimited possibilities as an organization.
“The job of the CEO is to be the chief encouragement officer and not the chief execution officer,” Dalton says. “…
Don’t give up on your people. Your people are your strongest
asset. It’s your employees that can get you to heights you
can’t even imagine you can get to, but if you can imagine it,
they can do it.”
HOW TO REACH: PartsSource LLC, (877) 497-6412 or www.partssource.com