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And then you've hired some stellar people. Now you need to make sure they stick around. While of course money and benefits are important, a study constitute that they don't peak the list of motivating factors. Instead, some of the well-nigh important factors tended to be peer motivation (twenty%), and feeling encouraged and recognized (13%).

Below are some central tactics to go on your employees motivated — whether it's enticing them to stay with you for the long booty or getting them to return to your business side by side flavour.

one. Make your business a pleasant place to be

No one wants to stand around in a dirty, boring infinite for hours on finish. Having an aesthetically pleasing, well-lit, functional, and fun infinite makes piece of work a lot more than pleasant. The kickoff pace is to make sure things are well-kept and that you have updated, working equipment. This means switching out that Cold War–era back office computer, your glacial-paced point-of-sale system, or generally annihilation that people might want to throw out the window in frustration. Information technology besides means keeping things clean and squeamish looking.
Sprucing up your space doesn't have to be expensive. Try featuring local artists or picking up interesting piece of furniture pieces at a flea market. All these little touches will make things a lot more enjoyable for your employees (and by proxy, your customers).

ii. Be a respectful, honest, and supportive manager

This may seem like a no-brainer, just bad management is one of the top reasons employees run for the hills. Things similar respect, honesty, support, and clear communication are the foundations here. But there's a lot more you can do to be a dandy leader and mentor. If you're new to this whole direction thing, it'south worth reading some books on the subject area — effective direction, like any other skill, takes knowledge and practice. As a starting betoken, check out Amazon'due south all-time-sellers on management, or check out the employee management section of Square's blog. The long and brusk of information technology: if yous're a adept person to work for, your employees will be more loyal.

3. Offer employee rewards

People will stay with your business if they have a reason to. So if yous want to keep your skilful people and proceed them motivated, it's worth starting an incentive program. Mayhap information technology'due south a quarterly bonus. Perchance it's a commission structure that'due south better than the competition. Possibly it's offering to foot the bill for additional credentials. Or maybe it's even profit-sharing in your company. If people know they'll be rewarded for a job well done, they'll exist ane) more likely to, well, exercise a adept job, and 2) stay to see things through.

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4. Requite them room to grow

Especially if your business organisation is rapidly expanding, giving your employees room to grow within the company is a huge motivator. At that place's the dangling carrot of more coin, aye, merely there'south likewise the psychological gene of feeling similar they're trusted and respected for their piece of work. If you're opening upwardly a second location, call back about which of your employees might be a good fit for a management role in that location. If there's someone who's doing a peculiarly good task with inventory, consider grooming that person to accept over vendor relations completely. When you give your best employees growth opportunities, it shifts their thinking from "this is just a side job" to "this could exist a full-fledged career."

Information technology's keen to feel fulfilled by your work. In fact, it's one of the central job satisfaction factors. Satisfaction in your work tin can come from a variety of places — from knowing yous made the perfect cup of java to saving a business firm by removing a menacing tree. And if your customers express appreciation for these things, be sure to share that feedback with your employees. This is especially easy to do with Square Feedback. Many Square sellers make information technology a point to share all of the positive, encouraging feedback with their employees during weekly meetings. Letting your employees know they made someone's day (or more) makes them experience proficient — and gives them a deeper connection to your business.

6. Be transparent

Having insight into how business organization is going makes your employees more invested. So make a point to share this data with them on a regular basis. Luckily, Square makes this like shooting fish in a barrel. With Square's POS, you can ship out daily, weekly, or monthly sales reports — or even data about how many of your customers are new versus returning. Having access to all this data not just makes your employees feel similar they're an of import role of the business, it also helps point out areas where things could exist improved.

7. Offer flexible scheduling

Technology has changed the way businesses operate, and it has also inverse the manner we piece of work–or the mode we can work. If employees are able (and expected) to check piece of work e-mail on their phones or finish projects on their laptops at home, information technology'due south reasonable for them to want a like flexibility from their employers when it comes to scheduling. And they do. In a Forbes study, 46 percentage of respondents said that flexibility is the most of import factor when information technology comes to job searching. And employers are paying attention: 86 percent of companies on Forbes 2014 "All-time Companies to Work For" offered some type of flexible schedule. So, whether information technology's a piece of work-from-habitation opportunity or flex time, offer various scheduling options if you want to be viewed every bit a progressive employer and attract top talent.

eight. Offer food in the workplace

Are expert snacks the key to employee retentiveness? Maybe. Later all, nobody works well when they're hangry. It seems so simple, but sometimes all you have to do to brand people happy is to feed them. Obviously it's non that elementary–employees besides accept to be reasonably satisfied with their jobs. Even so food does make an undeniable difference. In fact, a survey by Seamless plant that 57 percent of employees say food-based perks would make them feel more than valued and appreciated. It makes sense: When your employer pays attention to your concrete needs, y'all get the impression that they care virtually yous as a person–not just what you can practise for the visitor. In the same survey, 38 percent said food perks would make them more likely to endorse their employer in a "best places to work for" survey, so not only volition decent snacks aid you go along your employees, information technology tin can also help you attract bully new talent.

9. Recognize their achievements

Sometimes all people want is some recognition for a task well done. If an employee has been putting in a lot of time working on a projection, or they went out of their way to help out a coworker, do not hesitate to praise them. It's non just nearly the act of recognition, but the principle: If people experience that their efforts are appreciated, they will experience compelled to continue working hard. Employees whose achievements were recognized also have reported that they experience higher levels of enjoyment out of the work they do. Simply if they feel like their long hours and personal sacrifices were for nothing, it'southward unlikely that they will go out of their way for the company once again. Then, whether information technology's noting their contributions in a meeting, recognizing them in a staff e-mail, or but thanking them privately, it's imperative that y'all evidence hardworking employees your gratitude.

Having great employees who've been at your company for a while is a huge plus. Keeping employees motivated, specially during tough times is an important function of your business organisation' success. Long-time employees know the ins and outs of things, and they as well make running your business a lot more enjoyable.

10. Ask them what they want

Instead of trying judge what's virtually of import to them, really sit down with them and find out what they value. Crazy, right? Doing the unexpected might be the best thing you can do for your employees, and your company.

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