How to retain your key staff?

Mr. Ricardo Candela Homes

Do you know their workers well?

The salary increase is not critical to retain.



In a company dedicated to software development general manager has an abrupt meeting with his "key programmer": General Manager: They requested an urgent meeting ... tell me

Programmer: Lord reported that only work until the end of the month.

CEO: But .... Why? ... If you increase 02 days ago.

Programmer: Yes ... but not for money.

CEO: So ... Why?

Programmer: I have two kids in school ... and the new company, I provide education services for my children.



Moral: "Do not live by bread alone man and his family"

. How could he do understand, the human factor management and retention must be points where you have the use of customized incentives.

However, the underlying question is

How do I need my people? .

Well, first you must know your people.

The following questions may help:

a. - Determine which aims its key personnel.

b. - Determine How that key staff know?.



Questions about your key employees:

1 .- Do you have children?

2 .- What are their names and ages?

3 .- What is the most important thing that has happened in your life?

4 .- Where you live and with whom?

5 .- What is the person you most admire?, Why?

6 .- What do you like most about your job?

7 .- What do you least like to do in your job?

8 .- What do you do best in your work?

9 .- What is the area of ​​business that attracts you most? 1

0 .- What is your least attracted to?

11 .- What worries you most of the day to day?

12 .- What is it that gives you more peace?

13 .- What do you want to study in the next 5 years?

14 .- How do you see in the next 10 years? .

***

If you could answer all these questions, then you can apply custom incentive that allows its people to retain in the organization.

If you can not answer questions, it's time to apply in an interview, not questionnaire it sent to your office, these questions.

They can help you avoid situations like the story at the beginning of the article.

conrcc@gmail.com

author's website: http://www.galeon.com/ricardocandela/