As employers, we strive to have happy employees and reduce our turnover rate. Yet, many of us fail to thoroughly analyze our compensation packages on a regular basis.
Even if we’re lucky enough to have turnover rates below the industry average, I think there is always room to improve.
Individualizing our compensation packages may be one of the best ways to retain and motivate employees.
I encourage my fellow operators to look at the number of motivational theories in industrial psychology and think about how in depth we as employers link these theories to investment in our team members.
Take a look at the six major theories of motivation and ask yourself if you’re focusing on them to provide maximum benefits for your team members and companies.
This article originally ran in Stop Watch magazine. Stop Watch provides in-depth content to assist NATSO members in improving their travel plaza business operations.
The magazine is mailed to NATSO members bimonthly. If you are a member and not receiving Stop Watch, submit a request to be added to the mailing list. Not a member? Join today or submit a request to receive additional information.
Subscribe to Updates
NATSO provides a breadth of information created to strengthen travel plazas’ ability to meet the needs of the travelling public in an age of disruption. This includes knowledge filled blog posts, articles and publications. If you would like to receive a digest of blog post and articles directly in your inbox, please provide your name, email and the frequency of the updates you want to receive the email digest.