flexiblefullpage
Currently Reading

The Link Between Employee Motivation and Loyalty

Advertisement
billboard
Human Resources

The Link Between Employee Motivation and Loyalty

Successful employee retention can be attributed to the time taken to determine whether a candidate will thrive in the organization


By Rodney Hall April 30, 2006
Motivating employees
Image: mohamed hassan / Pxhere
This article first appeared in the PB May 2006 issue of Pro Builder.

Among the many builders we work with around the nation, one is hands-down the leader in employee retention.

For the past 20 years, this builder's ability to develop and retain exceptional talent is significantly higher than any other home builder we've seen. That's not unheard of for a small- to medium-size builder, but this top 10 player brings in hundreds of new hires annually, from entry-level college grads to experienced managers.

What is behind the builder's success? I could point to several factors, but one that stands out is the time it takes to determine whether a candidate will thrive in the organization.

Part of the interview process includes sending candidates to Gary Williamson, Ph.D. Williamson is an industrial psychologist and managing partner of a human resource development firm that specializes in the evaluating employees. What makes this unique from the typical assessment process is how candidates are surveyed for personal motivators.

The survey originated from the two-factor theory of motivation developed by Dr. Frederick Herzberg.

Herzberg's theory states there are two kinds of rewards for people at work: hygiene factors and motivators.

Motivating to Achieve Higher-Level Performance

Hygiene factors keep people from becoming unhappy at work, but they do not motivate people to produce higher-level performance. They are necessary and essential to an employee's professional well-being but don't motivate them to go the extra mile. Instead, hygiene factors often turn out to be causes for dissatisfaction.

Motivators encourage people to shift into that higher gear, to reach their potential and to become passionate and thrive. Motivators are usually accompanied by excitement and job satisfaction.

Rewards can fall under either category. Some frequently identified rewards in the home building industry include recognition, authority, compensation, creativity, mental challenge and the opportunity to develop others.

Williamson's survey results are shared with candidates to help them determine compatibility with the new opportunity. If the opportunity provides greater rewards than what they currently have, there is a greater chance for a long term fit.

So, how does this influence our client's success?

Besides screening for strong mental abilities or vocational experience, our client looks for candidates who will thrive in the organization.

And when employees thrives, they usually succeed and stay.

The same formula applies to internal job changes and transfers. Before moving a prized employee into a new role or making a move yourself, compare the rewards profile against the opportunity.

Next month, we'll take a closer look at rewards and how to develop your own profile.

 

Rodney Hall is a senior partner with The Talon Group, a leading executive search firm specializing in the real-estate development and homebuilding industries.

 

Advertisement
leaderboard2

Related Stories

Sales + Marketing

Sync Sales and Marketing for a Better Brand Experience

Get your sales and marketing teams together to create and deliver a consistent brand message from start to finish

Business Management

Industry Strategies for Weathering a Market Correction

Home builders, BPMs, and real estate investors are adjusting their business strategies to overcome a market slowdown. Here's what they're doing differently... 

Business Management

How These Female Business Leaders Foster Trust in the Workplace

Four female panelists discussed strategies to create a healthy and inclusive workplace at Fortune's Most Powerful Women Summit last week 

Advertisement
boombox2

Top Articles

Advertisement
boombox1
Advertisement
native1
halfpage2

More in Category

COVID-19 may be easing its grip on the U.S. after a disastrous two years, but lingering supply chain disruptions have builders holding onto their pandemic business tactics

An archive of NHQA-winning companies that represent home building's best in Total Quality Management

Don’t let the current hype about single-family B2R communities obscure the need to create long-term sustainability and asset value

Advertisement
native2
Advertisement
halfpage1

Create an account

By creating an account, you agree to Pro Builder's terms of service and privacy policy.


Daily Feed Newsletter

Get Pro Builder in your inbox

Each day, Pro Builder's editors assemble the latest breaking industry news, hottest trends, and most relevant research, delivered to your inbox.

Save the stories you care about

Lorem ipsum dolor sit amet lorem ipsum dolor sit amet lorem ipsum dolor sit amet.

The bookmark icon allows you to save any story to your account to read it later
Tap it once to save, and tap it again to unsave

It looks like you’re using an ad-blocker!

Pro Builder is an advertisting supported site and we noticed you have ad-blocking enabled in your browser. There are two ways you can keep reading:

Disable your ad-blocker
Disable now
Subscribe to Pro Builder
Subscribe
Already a member? Sign in
Become a Member

Subscribe to Pro Builder for unlimited access

Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.