10 ways | shop talk
6 Praise and recognition
Earthly rewards will only go so far as an effective motivator. More than hard cold cash, employees want praise and simple recognition of their achievements. This comes in many guises, including an email, bonus or promotion. But above all, an employee wants their voice to be heard.
7
Belonging and bonding
Reducing lunches for employees, after-work parties or celebrations for targets might help with cutting costs in the short term, but investing in events that help staff bond makes them feel they are part of a valued group and they’re more inclined to help each other out and stay with the company — it becomes a place with which they identify.
ASK ASTA
ASTA’s most recent Labor & Compensation Report (published last year) found an increasing issue for many travel agencies is the ability to hire new employees. Agencies it seems are finding experienced travel agents to hire, but remained concerned about the pool of potential employees in the future.
Agencies that hired in 2012 either found
very experienced agents or totally inexperienced agents to hire with referrals the strongest source of new hires followed by newspaper advertisements. Agencies found that FAM trips, discounted travel, and a stable company appealed most to potential hires.
The 43-page report is designed to help
benchmark an agency’s own compensation and benefits, and ultimately improve hiring practices. The study is broken into several parts to reflect the different business models of the respondents including agencies with employees and agencies with independent contactors.
asta.org/research
Engage in self-motivation
Encourage your team by example — if you’re stimulated and motivated, chances are they will be, too. Find sources online or in print that inspire you and then share them. It’s good to spare a few minutes to read a passage from a stimulating book, an inspiring blog, an interesting article, or anything else that makes you feel motivated.
Define goals and policies
Employees must feel connected to a company if they’re to stay and they should have a sense of pride and investment in a business. Cultivate this by being transparent about a company’s goals and strategies, as well as what’s going on behind the scenes. Managers should also stick up for the concerns and issues of team members.
Provide the inspiration
Most employees want to be inspired to learn and develop, as well as face and overcome challenges. Work-life is a journey and helping staff realize that journey is crucial for managers. Competing on wages alone is a game only for those with very deep pockets, so it’s essential to properly manage and retain your talent, particularly with the job market improving.
summer 2014 | ASTAnetwork | 41
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