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Everything on the planet is either growing or it's dying. And when, as a human, hopefully
we're growing most of the time. You ask a kid how hold they are, "Four, nearly five,"
because four's not good enough. You ask someone how much money they've got in the
bank. They've got like a $1,000. It's closer to $2,000. A few people owe me some
money.
We like the growth. And sometimes it's growth in a problem too. Like some people go, "I've
been sick 10 days in a row now. Last time it was only six days in a row." But we like
growth. So we want to, as managers and leaders, facilitate that growth and recognize that
people are going to look to grow somewhere.
And if we don't provide that growth, they're going to go somewhere else to grow. So if
we start to put learning and training, and setting it up through an organization as an
incentive, not just fundamental we need these things so you're all updated and you all
got the skillset, but opportunities for people to become more.
It's a very attractive option like for an employee to know that an organization's
going to develop them. They're actually having one of their fundamental human needs
met there so why would they want to go anywhere else.
Sometimes we get scared and we go, "Hang on. If I incentivize these people with learning,
well one, I never even thought that people would want that. I thought they just wanted
money." People don't just want the money. They want to grow. Sometimes they want to
grow financially, yes.
But listen to your staff. Ask them. One of the other ways they want to grow is with their
capacity in all sort of areas; not just work but their relationship capacity, their physical
well-being, their ability to manage their money. There are a whole lot of places people
want to grow.
If you put that stuff in; if you put learning in as an incentive, then you start to create
a solution to another problem that's coming up for the present generation. The present
generation, well actually for the managers of that generation, the present generation
wants to always move on to the next thing. They always want to move on. They want more
money without actually having the skillset. They want to be the Managing Director before
they've even worked in the mailroom or the like. And what we've got is we've got
Gen X, Y, and Z who all just want to move on to the next thing. That means they can
move jobs quickly; however, if you've got regular training opportunities that they could
win or be awarded, then what happens is they actually start to get that moving on, that
growing feeling, inside the organization, so they stay.
Now we all know when someone stays and they're highly trained, that's a phenomenal asset
to someone. When they move away, then it costs us money both in re-training, and the hiring
process, and the like. So just be aware that one of the ways you can incentivize your staff
is through learning, and you can create these opportunities in the whole range of areas.
And sometimes your own departments can do it, but if you contact someone like Workplace
Incentives, and they've got all these different providers who are all being taken through
the mills, checked through, they've all got high-quality products, and there's like
110% guarantee that if you don't love it, you get 110% of your money back or something
of the like; something phenomenal, right.
But if you go to an environment like that where they can package it up and they go well
here's this training, and this training, and this training; you don't have to think
about it. That's just a no-brainer approach. You just go, "Hang on. So if we just get
them to handle the incentive; them to handle the well-being; them to handle that. Well
I just need to make the one phone call and we can do the math to verify that it actually
makes more money than it costs us."
It starts to become a no-brainer. But a lot of it is just changing the mindset and realizing
that people aren't just incentivized by money or the free gift voucher. There's
so much more that people want, and we now live in an era where people know they want
more, and they're looking for it, and they know that they can get it somewhere else.
And if we don't provide the complexities of what a person wants from their employer,
they'll just leave. So it's important to provide.