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Managers are often confronted with high employee attrition. For most managers the easiest solution when a valuable employee resigns his job is to offer more benefits in terms of money and perquisites. But rarely does it work. Exit interviews often point out low moral due to infrequent appreciation and recognition of the contribution of the employee leading to de-motivation and disenchantment with the job. Improving employee motivation and morale is the easiest method of improving organizational productivity and cut down employee turnovers. Replacing good employee could be expensive in terms of recruitment costs and time. Research has conclusively established that the major reason for attrition in an organization is not money. It is more a matter of lack of recognition and rewards. You may be able to reduce attrition considerably if managers are trained to recognize and reward good performance. In fact every opportunity must be used to appreciate the work of the employees. Easier said than done, it takes a dedication and commitment towards the employees. Here is a list of the ways one can motivate employees Find every opportunity to appreciate good work Recognize contributions in public forums and employee get together or meetings Offer opportunities to learn, improve skills and knowledge through training Create scope for sharing success through with others through narrating best practices adopted Token gifts and invitation to a Dinner with family Offer opportunities for rest and relaxation on attaining goals and good performances Feature in house journals. If house journals are not available make sure to write out a appreciation and put on notice boards and circulate to all members of the organization It only takes imagination to create a list as long as you want. Plan and create the list for frequent use. Employee motivation is a complex subject and generally a neglected area. Whatever recognition and rewards are conferred are very mechanical and lacks warmth and spontaneity. It is easier to theorize than practice employee motivation programs. It would not be a bad idea to train your managers extensively on this area. The rewards for the organization could be less employee turnovers, high levels of motivation, increased productivity, commitment and team work. Instant Article Submitter. - Amazing Breakthrough Software Stuffs Any Website You Want Full Of Free Targeted Traffic. XoftSpy - #1 Converting Anti-Spyware App. - Top Xoftspy Affiliates Earn $3,000 Per Day Through Google Adwords & Overture. High Conversion Rates! This is the next blog in the continuing series of interviews with top-echelon and renowned professionals. In this blog, I interview Richard LaBerge, Executive Vice-President, CMO, who talks about 3-D technology. Enjoy!
Richard is in charge of the company's commercial development. Mr. LaBerge occupied various positions within financial institutions such as Mouvement Desjardins from July, 1991 till January, 1996 and Business Development Bank of Canada from February, 1996 till January, 1997. In 1998, still at Desjardins, he contributed to the marketing of various products adapted to the company's needs. Furthermore, as an analyst-programmer, he worked for Raymond, Chabot, Martin, Paré and Cie from November, 1987 till September 1988 and for Rothman Pall Mall, a company located in Australia and specialized in manufacture and distribution of products of tobacco, from December, 1986 till October, 1987. At the same time, he occupied since May, 1994 the position of Executive Vice-President of SAJE. He obtained in June, 1991 a MBA from l'École des Hautes Études Commerciales - HEC (University of Montreal). To listen to the interview, click on this MP3 file link DISCUSSION: Interview Time Index (MM:SS) and Topic:00:31: :01:44: :02:53: :03:54: :05:28: :07:37: :09:30: :11:02: :17:12: :18:22: Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
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Mr. Richard LaBerge is, since February 2000, Vice-President and Chief Commercial Officer at