Another critical element that can keep the high performing seasonalemployees is the confidence they feel in their organization. If an organizationcreates a link called trust between leaders and employees, then the success ofretaining seasonal employees will be increased. Trust cannot be developed onlyby focusing on directing and ruling without taking consideration of theemployees and with antique approaches.
Instead, paying attention to the employees’qualification, views, thoughts, and concerns by including them starting fromthe sectional meetings will allow the workers to feel like their voice isheard. This will motivate them considerably and allow them to feel confidentwith their organization. Based on the information about the critical points that aneffective organization in order to retain the seasonal employees, how can weapply them in the Hersey’s approach to ensure that seasonal employees arecoming back from the rural areas?The most important factor that the manager controls are hisrelationship with each employee. The second important factor in the manager’sability to motivate employees is to create an organizational workingenvironment and culture that motivates and empowers employees.
This workculture involves an environment in which trusted employees, Valuable staff,vision, mission, and strategic framework that they expect to do their jobs. Theyreceive frequent communications, treated with respect and affection, and enterin for every aspect of the work they are hired to produce. These are factorsthat create an environment where employees are motivated to do their job. Nomatter what kind of work environment and culture your organization provides tosupport your ability to motivate employees, you can directly influence themotivation of employees.
You can create an environment that provokes employees.In this study, we describe three different types of followers andexamining how a leader can motivate his employee to work better in the company. The first group is composed ofnew members, who just began working for the company. They don’t have enoughexperience and motivation to work in the company. They are not interested andcould not perform successfully even for the simplest task. Telling, directing and guiding are the major tools of the leader toprepare these new people for their service.
The leader of the group simplytells each member what to do, and how they would like them to do it. Thisapproach is the low relationship and high task means that leader assigns workand tasks as much as possible without involving any relation. The leader isalready aware that he is dealing with the immature and less experiencedemployees who need a lot of guidance. For these categories, leaders andexperienced workers should have tolerance to train, guide and direct them sothat they can gain basic skills and information to contribute some benefits forthe organization. For example, someone may be hired in the restaurant as a waiter andcan speak several languages, but he does not have enough motivation to continuework at the restaurant so they lose a helpful person.
Or, for example, a person does not enter the kitchen, but a goodcashier. A manager must be able to identify his abilities and use the optimalpart of him. What kind of method can be useful for this group of employees tofind enough motivation to work better? Primary support from newly recruited by colleagues and supervisorswill have a profound impact on their behavior and performance so that they willsucceed in staffing. According to new research findings,the first days of employment, which is very influential, can have permanenteffects beyond the training seminars or employee familiarization. In fact, thebehaviors that are formed on the basis of the first employee-relatedcommunication, whether positive or negative, will have far deeper effects ontheir performance.
For example, a hotel that has different departments, and this hotelhas the main manager and each department has a manager or a supervisor. Now,with the arrival of a new employee in a section of the manager’s department, itcan be created by introducing the person to the rest of the staff, with theentire hotel and the parts, and creating a sense of intimacy in the employees. Higherlevels of support also led to more employee commitment to their jobs and theimpression that new employees are getting acquainted with the workplace withina few weeks and they decrease their supports as a result, newcomers who areinitially openly welcomed may lose their homes by reducing their feelings aboutorganizational collaboration.The point that bosses should pay attention to is that those whohave been humiliated by executives are likely to leave their jobs in the firstyear. For this reason, researchers believe that managers need to be trainedcontinuously to help them understand the importance of their feedback andsupport.
These training should emphasize that the first weeks of work fornewcomers can have a profound impact on their job prospects, and managers can,by establishing a cultural office, accelerate the process of adapting andcoordinating staff.Instead of neglecting and hiding negative points in novices,managers should emphasize that sometimes these problems may occur and shouldencourage staff to report on that event. Most importantly, managers need to understand that a newlyrecruited employee will not become a professional and old employee after 2 or 3weeks to be able to master all matters. The support of an employee in the earlymonths is important in terms of holding the first successful and successfulcareer sessions.The other reason is too much stress because they may not be able toperform their task and because of being inexperienced, or the volume of work orunfamiliarity with the work climate. The department manager should explain howto do his work in detail and by practicing it.
So that he can easily completethe job as it is required. Leaders also can assemble training sessions duringthe low volume of the jobs.The answer to getting these people back to the organization will berewarding system since it is one of the most important motives that improveemployees’ satisfaction. Rewarding the employees for their personal and careerdevelopment will ensure them to be engaged and motivated for both during andafter the season. The organization can provide, for example, giving bin ortickets to places of recreation; to take, at least, language courses in theircities.