Salaries are negotiable. Everyone knows this but depending on the timing of the company, the sentence that starts this paragraph may not be quite true.
In these situations, there are other things that can become the center of negotiation and go beyond salary. Have you thought about it? Below is a list of how to maintain team motivation when big salary adjustments cannot be offered.
Encourage flexibility
Young professionals want mobility and flexibility in the work environment. Gone is the time of the plastered working day that went from 9 am to 6 pm. What engages today is flexible working hours, the possibility of working at a distance, sabbatical periods and so on. Professionals who have flexibility are not only happier, they are also more productive.
Rethink the benefits
Labor relations were directly influenced by the Covid-19 pandemic, which changed the perception of employees in relation to the benefits offered by the companies in which they work or aim to work. According to a survey, carried out between 20 and 31 July with 620 Brazilian professionals, the majority of respondents (86%) agree that it would be interesting for some benefits to change from now on.
Among the most relevant benefits for professionals in the post-pandemic, we highlight Medical assistance, Food stamps, Food stamps, Dental assistance, Private pension contributions, notebooks, Financial aid to set up the home office and Study aid.
Focus on engagement
Only 33% of new employees are completely engaged in their new jobs. It is a disappointing statistic, taking into account the efforts of many companies to create a good initial experience for their employees. Investing time and money in the right strategy can ensure better data. Trends in this area are collaborative software that prevents managers from exercising their power and selectively isolating new employees and complete transformation in day-to-day processes, such as bad email habits.
Attract and retain newly formed talent
The number is impressive: 77% of students remain in their first job for less than a year. In an effort to change this situation, many technology companies are creating and implementing programs that nurture students’ talent. Some of these organizations offer long-term scholarships that provide young people with immersion opportunities in various departments of the company. Other organizations have created intensive short-term programs that offer graduates an opportunity to improve their business skills by learning to lead.
Simplify the selection process
About 70% of workers say they are more likely to stay in a job at a new company for three years or more when they go through a favorable selection process. The selection process is the first crucial point for retaining future employees. Making the process smooth, fast and free from suffering, the company sends the message of efficiency and transparency to its talents.
Don’t forget the feedback
Negative criticism can kill the motivation of the most productive professionals. There is a time and place for constructive criticism, but be careful how that feedback is given. Consider reviewing annual reviews and opt for more honest and direct communications. Consistent, face-to-face and individual meetings are a great way to convey constructive criticism, give feedback and advice.
