Agreed - communication is key, knowing the regulations with frequent reminders, engaging the staff in meaningful dialogue and even workshops with role playing and so on. Knowing ahead of time the "what-if" scenerios is a good method of enlightening & prevention is worth a pound of cure.
Often the best way to motivate employees is by managing the individual, rather than attempting to blanket the same strategy across the masses. I subscribe to the philospohy outlined in Beverly Kaye's book, Love 'Em or Lose 'Em. The focus of the book is leadership based on positive motivation, and thusly, how to retain good employees. Some of the basics include:
-Treat employees fairly and respectfully. Thank them. Challenge and develop them. Care about them and you will engage them and retain them.
-Consider your solid citizens, not just your high potentials. Stars are people at any level who bring value to the organization.
-Encourage talented employees to stay with the enterprise (if n ot your own department). Talent will be the key differentiating factor in the competitive battle ahead.
Just Clearly communicate. Communication is EVERYTHING
Develop pathways to reach achievement. In my area, faculty have never received compensation for enrollment of students, they just teach. I am happy to see this practice go away, I use to work in a job where this was a factor and a lot of time was wasted over who actually received and worked the lead, in my opinion it never seemed to work out right.
Clearly communicate a career path that can be achieved over time and will require increasing responsibility and job knowledge.
