Understanding what your staff want - Incentives Part One
When trying to incentivise your staff, it can be a tricky one to position to motivate the entire team. Positive reinforcement is always a win/win situation, but with what do you incentivise your staff with, and how to keep the playing field level in the workplace?
Firstly, you need to find out what your staff are incentivised by. This does not just mean what they want tangibly, but what they instantly need for their life to feel valuable.
According to Maslow's Hierarchy of Needs (see image below) there are five motivators that drive people to survive.
The first and most important one being; psychological.
This is the reason why people go to work every day, whether they are in a job they love or not. The basic need for good food, a roof over your head and quality oxygen are things humans need to live.
If your staff place high value on this, they may be incentivised by a restaurant voucher or a nights stay in luxury accomodation.
Safety is the next tier we can see.
Staff that place a high importance on safety, might want to be promoted from a casual position to a part time or full time position, in order to secure their safety within the role.
If a particular therapist is constantly asking you for more hours or to move to part/full time employment, you might incentivise them by giving them a target to reach, with the potential once hitting that target to move into a more permanent position.
The next tier is love/belonging, one we see most therapists needing.
As therapists are generally the 'givers' rather than the takers in their work and home life, therapists often seek love and a sense of belonging in the workplace. Here team, community and culture is important to a person who values love/belonging. You might incentivise a team who valued belonging with a team dinner, a night out or a bonding session. It might seem easy to provide someone with a sense of love and belonging, however when times are tough, columns are busy and life is going on, it's often our therapists that get neglected the most.
Esteem is the therapist who needs recognition, status and respect. They are competitive, they want to be the highest retailer and generally are quite confident in nature. Sending therapists who value Esteem to education courses, special days or giving them a unique role in the business like stock take or induction training will help make this therapist feel heard and valued.
A therapist who values self-actualisation generally placed highly on people who want to become managers and move beyond the therapist role. Giving this therapist an clinic clinic trainer or 2IC role often pay off by giving them the boost of confidence they are seeking. Be sure not to give higher roles to people who just want them, they must be earned across all levels. Is the therapist a team player, do they hit targets themselves and are they willing to put their ego aside for the good of the business? These are all questions you must process before promoting.
Join us tomorrow night for Part Two, What to incentivise your team with, to find out what other beauty business in the industry are doing.