What drives worker goals? Many companies reward time on the job with higher pay. This sets a goal of staying on the job and rewards employees who “hang in there”. Though employee retention is a desirable outcome, on its own it leads to employees who are survival focused, and not growing in their position adequately. A year or two down the line and you have an under productive worker who is being overpaid and no idea “what’s wrong with them”.
The answer to engaged employee development over worker “survival” is production standards. The manager needs to get clear on what it is that is being produced, what is its value, and how many billable hours and/or finished products does the employee need to produce to make a pay increase valuable for the company.
In order to make this less one sided, enroll your staff in a conversation about how the company makes money. And that the more they contribute the more they will earn. For example, you pay an attorney $ 100k per year, they need to produce $ 225k in billable hours for the company to be profitable. Break that down to weekly billable hours with them. If your billing $ 250 an hour for their time, thats 17 billable hours. Let them know that when they produce more billable hours you will bonus them. When they are consistent they will get a raise. This will motivate them to do more and you both will prosper.
Sounds to good to be true? It is. Plans like this dont work without monitoring, measuring and mentoring your staff. In the beginning you will need to spend some serious time with them teaching them how to be as productive as you are for example. Additionally, it will help if you are caring, patient and supportive with them in the process. The goal here for you is to train them up so that they understand what they are doing that is impeding billable hours as quickly as possible. Invest this time and you will build a strong bond with your staff and they will get that you are all in it together!