Employee Motivation and Retention

	With less Assertiveness, this employee prefers to have supervision close at hand and will be de-motivated by a role that requires them to challenge others
	This employee enjoys interaction with others and will struggle with a role that requires them to stay behind their desk for extended periods or focus primarily on tasks
	With a need for variety and multi-tasking in their work activities, this employee will become bored with routine or repetitive processes
	Being structured and organized themselves, this employee will be less effective without clearly established guidelines, policies and procedures to guide their activities

Employee Retention – keeping individuals who are productive and motivated by their work – is becoming an increasingly important focus for organizations. Leaders are recognizing that the priority of ensuring an employee is motivated and engaged is critical to employee retention. OPP personality assessment graphs and reports provide in-depth insight into what really motivates your staff – and why! By identifying personality traits you’ll see the other factors, besides financial compensation, which ensure employee commitment (see comments below above graph for practical illustrations). Effective employee retention can be far less costly than many organizations realize.

There are always two forces at play when a person leaves an organization: compelling and repelling.

Compelling Forces come into play when another organization has a better job / more income / better location / greater opportunity to offer. But most employees aren’t drawn away to better jobs, more income, better locations, or greater opportunities unless there are also Repelling Forces at play. Examples of it are: not being motivated by their work, don’t see growth opportunities, their income is lower than what they believe it ought to be, or they don’t like their boss / co-workers. Most of us are susceptible if more than one of these Repelling factors exists in our work environment.

Employee motivation and opportunity are factors within an organization’s power to influence. Do your employees know their growth potential and career development plan? Have they been offered training and development which will maximize their individual capabilities? There are other highly significant motivators (besides money) to be considered when seeking to effectively engage employees – and potentially far less costly ones!

By utilizing PPS as an employee retention tool, management will be able to better understand employee motivations and interests.Contact Us about using Pro.file Perfomance System for improving employee retention in your organization.