12 Ways to Make Old and New Employees Feel Motivated

motivate employees

Do employees get better with age, or do they wear out? 

The general workplace environment comprises old and new employees, and keeping them motivated can be tricky. Unmotivated workers cost the US economy about $550 billion each year. 

As employees get older, their priorities change, and what may have worked in motivating them last year may not work so well the following year. Employers and managers are responsible for finding what works in keeping both their old and new employees motivated.

In this article, we help you uncover the best ways to make your old and new employees feel motivated. We examine the best strategies you can employ to excite your old and new employees for the best performance.

Before we get into that, let’s quickly divert to explain why you need to make both your old and new employees feel motivated. 

Why is employee motivation important to your business?

Positive employee testimonials for career pages. 

Most candidates view your career page before applying for your job openings. This is the best place to grab their interest.

A typical career page content example is employee testimonials. 

When your employees are motivated and active, they give great testimonials and are more valid as they’re delivered on-screen. 

You can easily pull the positive quotes of your employees and paste them on your career page.

An excellent career page will fetch you quality talent. You can see great career page examples.

Improved employee turnover rate.

See your employees as family.

Retaining employees is very important for every company; as your employees continue to work for your company, they gain more business experience, improve efficiency, and cut recruitment and training expenses.

Improved relationship between management and staff. 

Don’t be the cranky boss. Build great relationships with your staff.

The most motivated staff have great relationships with their leaders or managers. They are always willing to work, make improvements and 

accept modifications without debate. Happy employees’ work makes the work easier for their managers. 

Enhanced worker performance. 

You motivate your employees; they get the job done. Motivation stimulates engagement, and a highly engaged workforce increases profitability by 21%.

When you keep your workers motivated, not only do they get the job done, they do so effectively and efficiently and are more committed to their jobs. Companies with motivated workers are more productive and increase the overall output of the business. 

Exceptional quality and improved customer service 

A motivated employee is more inclined to work to provide high-standard services and put extra effort into producing quality products. Those in service-related enterprises are also more committed to providing excellent customer service and are more excited about their job.

Find their Commonalities

Every employee needs motivation. Old and new employees may have shared things that make them feel motivated. You can take out time to find those commonalities. Motivating old and new employees aren’t so different from each other. However, we individuals examine the ways of motivating old and new employees. 

Finding commonalities and similar interests is a significant part of the social bonding process, and it is always profitable for managers to form bonds between their old and new employees. 

Ways to make old employees feel motivated

Employee perks.

It is important to note what perks are not.

  • Perks don’t include health care, dental, or vision packages.
  • Employee perks don’t include factors like mission, vision, values, fair play, or a strong/ethical team.
  • Perks are not the same as company culture but are a component.

A good employee perk is providing travel management services for older employees. Small business travel management companies can help to manage all aspects of business travel for the company’s staff, from signing contracts with airlines and car rental companies to arranging other services. Save your employees the stress involved with business travels and make business travels easier.

Communicate your expectations to them.

Generally, people have misconceptions regarding older employees’ willingness to learn new things. Most old workers are quite teachable and ready to learn new skills, software, and equipment. It’s best to communicate your goals, mission, and expectations to all your employees, both old and new, and have an open mind to avoid the thought that your more senior employees are already burnt out and can’t do much for your company.

old and new

Value their experience

Older employees, in most cases, have more experience than new employees. Encourage your new workers to learn from them. Experience is valuable to every business. You should value and encourage your employer more as they stay longer on the job. You can consider making productive ones the head of their various departments.

Take the Time to Understand Their Motivations

It’s essential to find what motivates your older workers. Their motivation might differ from fresher employees, although that isn’t always the care. It is important that you do your research and discover what works. Build a relationship with them and know their personal goals, ambitions, and desires.

Be Open to Feedback

As a good manager or business owner, it’s important to accept older employees’ feedback. Ask your senior employees about your performance, what can be done better and how to make better decisions. Remember, you are dealing with experienced individuals. Listening to their opinions and feedback helps you understand how to motivate them and make them feel important and appreciated. Asking for feedback makes them see you as a leader and not some boss.

Focus on Results

Focus on results rather than their methods of doing things. Older employees usually have a different approach to things. Considering they have been working on a job for several years, they tend to create unique work techniques. Instead of forcing older employees to adopt a new method, focus on the results. The most important thing is to focus on whatever gets the job done, regardless of the techniques adopted.

old and new

Ways to make new employees feel motivated

Express trust for new employees 

It’s normal to see new employees lack confidence in performing their jobs. It can result from the new environment, new job description, or fear of poor performance. You can avoid this and boost their confidence by expressing trust in them. Show them you expect them to do great in executing tasks, just like older employees. Encouraging them to be the best of themselves is an excellent way to go.

Track their productivity 

Set targets and goals for each employee to measure how productive they are. We get motivated when we hit targets, no matter how little. You can employ these tactics for your employees.

It’s important to reward employees that steadily hit their targets. This will encourage them to achieve more and work to develop themselves and improve their efficiency.

Give specific roles to your employees. 

Employees are more productive when they have specific tasks assigned to them. It also shows their efficiency and value to the business. As your employees perform their duties, they get motivated to achieve greater heights.

You should make your new employees recognize their role in the business vision and goals and how their performance affects the company. This gives your employees a sense of responsibility.

Stay positive 

As a manager, maintain a positive atmosphere. Your employees must see you full of enthusiasm and motivation. Regardless of your feelings, always stay positive and transmit the same to your workers. 

Always see the possibility of success in every project.

Create a good work relationship with your new staff

Paying particular attention to your new employees helps them adjust to their new work environment and boosts their performance. 

Ask about their challenges and how they are coping with their work. It is also important to get feedback. Their opinions will help you know how to motivate them.

When you succeed in creating a good relationship with your new employees, you’d know their weaknesses and strengths better and how to motivate them. Plus, they will trust you more and be more excited to work for you.

Reward your new employees when they perform well 

Rewards best-performing employees to keep them motivated and encourage other employees to put in more work. Create a system that rewards jobs well done. Two-thirds of employees are motivated to stay at their job with the presence of a motivational scheme for employees.

Rewards like extra stipends, movie tickets, and paid days off. You can also ask your employees what they’d love as a good reward. This will help you provide the most motivational incentives.

Wrapping Up the ways to make your old and new employees feel motivated.

We all need inspiration and encouragement to give our best. This is necessary for optimum productivity and profit in the work environment. Companies with highly motivated employees make up to 27% higher profits— this is some high profit, and you can get in on it.

You can keep your employees motivated and active at all times. These simplified strategies can be adapted to help motivate and keep your old and new employees inspired to give in their best.

Your employees are your asset. Keep them motivated. 


Author Bio
Martins Favour is a creative content writer with over five years of experience writing SEO content for various brands. She finds a home in weaving worlds out of words. Stories are her life and LinkedIn is her favourite tool. 

small business coach

 

How To Write Great Job Ads That Attract Quality Writers

job ads

Who wouldn’t jump on a decent job offer? Imagine finding a job that ticks all your dream job boxes; you would dive right into such an offer.  

If you’re hiring writers for your agency or company, you have to be twice as concerned about writing great job ads. Great writers read everything thoroughly, including job ads. And they can perceive an unprofessional or mediocre job ad right away.  

Attracting quality candidates is the biggest challenge for 76% of recruiters, and most times, it’s a result of the job ad they put out. Your job ad or job description must be worth applying for to candidates before they can click on the apply button. 

In this article, you will learn how to attract quality writers for your company by writing great job ads.

How do you write a great job advertisement?

If you have written a job ad in the past that didn’t give the response you expected, it can be one of two things: candidates can’t see your job ad, or you are just not getting it right. 

Writing a job ad is like copywriting. You’re not just writing to sell your brand. You’re writing to persuade your ideal candidate that not applying means that they are missing out on a lot.

It’s essential to learn how to put out unique and engaging job descriptions. This will help your job offer stand out from many other exhausting job adverts posted on job boards. And most importantly, it would help you get your ideal candidates to apply for the job.

Most great writers look out for specific details before applying for any writing job. When such elements are absent, they may ignore that advertisement and proceed to seek better opportunities.

Tips for writing attractive job ads;

For your job advert to achieve its goal —getting top-notch writers to apply for the role you put out— it must have a good structure that includes specific details. These details include, who the role is for, the required skill and expertise, and the benefits available to prospects. It should be written to give a summary of why a candidate should move forward with applying.

Ideal Job description structure for a content writer

Generally, a great job ad is structured in this order:

  • Job title
  • Salary
  • Location
  • Defining your brand
  • Role and responsibilities
  • Requirements—Core qualifications and skills

Homerun content writer description templates will help you structure suitable job ads for your content writing job openings. You can always tweak the structure to suit your needs with the template. Here are things you need to note for each component of your job ad.

Job Title

Clearly define the type of writer you need before writing your job title. Do you need a Content writer or a Copywriter, a fiction writer, an SEO writer, or even a medical writer? This should be considered when you write your title. You have to be as specific as possible. The more defined your title is, the more you get ideal applications.

Job titles state the talent or candidate you are after, but it also ensures that your perfect candidate gets to you. Most candidates look for job openings by googling their intended job role titles. Hence, to get your job ad published to them or to get them to your advert, your job ad must contain those keywords they search for.

You have to find keywords that most applicants would include when searching for their desired job role. If your job title doesn’t contain those keywords, candidates may not get to see them. 

Whatever job title you come up with, though, ensure it suits the job description. You do not want to write an ambiguous job title that is vague to applicants or misleads them. Your job title should mean what it states, and it should be as defined as possible.

Salary

Many employers choose not to disclose the pay they offer prospects so that they can give room for negotiations, safeguard their salary structure from competitors and attract varying applicants.

However, job Ads with stated salary schemes have more clicks than a listing with no salary range. It is stated that there is a 27% increase in the number of applicants for jobs that publish their salary. Considering the shortage of quality writers and the need for good content, employees have discovered that to attract the best possible candidates, listing the salary offers help.

A salary range helps you to;

  1. Save time and hiring cost
  2. Get the right candidate
  3. Improve retention
  4. Promote transparency 

Including the company’s salary structure in your job description is vital for company credibility and candidate attraction. Generally, people prefer to work with credible and transparent companies. 96% of job seekers say that it’s crucial to work for a company known for transparency.

Location 

Some things act as deal-breakers for candidates, and an unspecified location is one of them. When putting out your ad, you should be very transparent with your job location. Is the writing position an in-office one or remote? You should include that in the job description.

A lot of candidates avoid applying for vague job postings, and for something as crucial as location, you should be as clear as you can be. Imagine finding a perfect candidate and losing them because of the location.

To relieve yourself of such undue stress, always state your job location in your job advert.

Defining your company 

Next, you should add a brief introduction about your company and why a good writer should choose to write for you amongst other available job openings. 

This is an excellent section for employer branding. It should help candidates know from the beginning what your company is about and if they’d be interested in writing for you. You let candidates in on how great your company is and why they should choose you.

Some writers have specific niches, so you must give information on the particular type of content you expect applicants to deliver. Content types can vary from social media content to email copies, blogs, and articles. When you state the kind of writing you need, only qualified candidates that meet the requirements will apply, saving you the stress of going through thousands of irrelevant applications.

Role and responsibilities

Another essential part of your job description is what the role entails. The title most times already says what the job role is. But the functions and responsibility section helps you to say what you expect the writers to write on, specific topics, and any other additional responsibilities. Ensure you have job roles broken down with bullet points, so it’s clearer to applicants. 

This section should cover the job schedule. Would it be a Monday to Friday job, or are weekends inclusive? Candidates like to see if a job schedule fits into their schedule. An excellent job Ad must state the primary responsibilities, tasks, and deadline schedules.

Requirements—Core qualifications and Skills

After stating the requirements needed to meet your job opening, the next step is to clearly say the skills and qualifications required to qualify for your job opening. This will ensure you have only qualified candidates sending in applications. 

Use bullet points to state the required qualification and skills in this section. You may want writers with particular years of experience, published articles or bylines, background, certifications, education, and personality traits. It should be clearly stated in the description.

Ensure that it is also stated that applicants without the required qualifications won’t be considered. 

Things to avoid when writing a great job ad

Here are a few mistakes to avoid as you write your job ad:

  • Unnecessary jargons

When writing for the public, write in simple and very clear terminologies that are easy to understand with relevant keywords.  

  • Leaving out key information

Ensure to include every relevant information that attracts suitable applicants. Essential information like location, benefits, and qualifications mustn’t be left out. Job seekers skip Job Ads without this relevant information.

  •  Spelling and grammar mistakes

Mistakes like spelling errors can make your job ad lose value and discourage qualified candidates from applying. Imagine a writing agency putting up an Ad with spelling errors and mistakes; no skilled writer would get excited about such a job offer because that doesn’t speak well of the company. Ensure you proofread and double-check your ads.

  • Ignoring proper structure

Just putting out a chunk of words strung together can discourage candidates from reading or attempting to apply. Avoid very lengthy job descriptions that overwhelm and discourage candidates. Job ads should be straight to the point and free of unnecessary details.

Use bullet points and smaller paragraphs to make your job descriptions easy to read.

Wrapping up

Employing the best candidates for positions in your organization is fundamental to the success of your business. Considering the number of recruiters struggling to find quality writers for their companies or agencies, you need to craft a great ad to attract the right talent. 

You might be a good advert away from your dream hire. Follow these steps to boost your ‘apply now’ click rates by ideal candidates to live your dream. 

Author’s Bio

Martins Favour is a creative content writer with over five years of experience writing SEO content for various brands. She finds a home in weaving worlds out of words. Stories are her life and LinkedIn is her favourite tool.

small business coach

How to Attract Qualified Employees for Small Businesses

attract qualified employees

How do you attract qualified employees for your small business? Running a successful recruitment process for a small business can be challenging. Small businesses need to compete with large companies to hire qualified candidates. They also need to instill confidence in their growing brand to attract high-quality talent to work for them. Needless to say, that those small businesses that do succeed in hiring qualified candidates handle their hiring process a bit differently.

Job seekers scouring the internet for suitable jobs are thirsting for something different. They are eager to apply to profiles that offer unique perks and more control over their working hours. As a small business, you can use this as an opportunity to make your job posting stand out. Use your job postings to promote your company as a great place to work. Talk about your work from home policy or the support your workplace offers to working mothers. Such unique elements can make job seekers sit up and notice your job posting leading to more responses from qualified candidates.

How to Attract Qualified Employees for Small Businesses

Here’s a look at some concrete steps that you can take to hire qualified candidates for your small business –

  1. Offer Pay Packages Competitive With the Market Rates

Small businesses tend to stick to the pay packages that they can afford. If the salary you offer is lower than the going rate for the job, talented candidates will not be interested in applying. If an analyst’s starting salary is $50,000 per year, why would anyone apply for a job that offers only $50,000 per year for the same job?

To find employees who are well-qualified for the job, the first step is to find out how much other businesses are offering for similar roles in the job market. Base your offer on that figure to ensure responses from worthy candidates.

  1. Elevate Your Recruitment Process Using Technology

A small business recruitment process can benefit a lot from using the right technology. Use efficient software such as an applicant tracking system to expand your applicant pool and improve your screening process. Technology can streamline your hiring process and ensure that your recruiters respond timely to all candidates. Receiving a prompt response from the recruiter’s side, shows professionalism and respect for the candidate’s efforts. This is a subtle employer branding strategy that can establish your image as a small but systematic organization.

  1. Highlight the Benefits of Working With a Small Business

Qualified candidates working in large organizations may not know the perks of working with small businesses. Emphasize the benefits you offer your employees to make your job postings attractive. Some small businesses give their employees the option to work from home or flexible working hours. Other unusual benefits include music nights at work, power-napping stations, gaming zones in the office and fitness allowances.

Including details about the perks and benefits, you offer your employees is a lucrative employer branding strategy. It enables you to position your company as a workplace that promotes work-life balance and makes the job prospect more appealing for qualified candidates.

  1. Make the Job Posting Interesting & Unique

Applicants are more likely to apply to a job posting that they find interesting to read than something written using boilerplate text. Small business recruitment teams should make an effort to create unique job postings that catch qualified candidates’ attention. To attract qualified employees who are experienced and skilled, your job posting should be carefully drafted to reflect the correct details and get candidates interested in your company. Make sure to include information about what makes your organization unique and the benefits you offer your employees.

  1. Leverage Your Current Talent Pool

Include a remunerative recommendation system in your recruiting process. Encourage your current employees to recommend suitable candidates who they think can be good recruitment. If your employees are happy at their job, they are likely to talk about their work with friends and ex-colleagues. Happy employees are the best source for finding qualified candidates that can be a good fit for your organization.

An employee giving a recommendation is giving your company a vote of confidence as an employer. Recommended candidates can usually be hired with a shorter interview process and prove to be a better cultural fit into your business compared to candidates sourced from outside.

Small businesses may face more significant challenges when it comes to finding employees who are qualified and experienced. But with persistent effort, you are sure to find many talented people who fit your team and are passionate to work with you. The secret is to think differently and try to make your small business recruitment process stand out from the crowd for the right reasons. Try a few or all of the recruitment strategies mentioned above to enhance your own recruitment game. Innovative employer branding strategies that showcase your strengths as an employer, creative job postings, and a smooth recruiting process can help you create a talent pool that empowers your small business.

Talk to us about the recruitment strategies that work for you and which don’t. We would love to hear from you!

Here’s another post about Strategies to Retain Your Employees. Also read this post about 7 Ways to Attract High Quality Employees.

 

small business coach