Holding on to Existing Employees.

Retaining and motivating people sometimes seems like a job in itself. The more people who work for you, the more your job seems like Chief People Problem Solver. I'll bet you never thought that a background in psychology was essential to be a good manager! As bank marketers, however, you have the ability to combine strong marketing skills with good old-fashioned management techniques. The result is a winning formula.

The right work environment goes a long way in helping retention. People are likely to stay and be energized on the job when they feel acknowledged and important. The secret of keeping and motivating your people is the same secret as being a good manager.

Environment sets the stage. An open yet private environment goes a long way toward making people comfortable. We know that people sitting on top of each other in cubicles doesn't work so well. You can accomplish the openness of the platform by giving people more space and more effective partitions. Create a central area that encourages people coming together informally. This new interpretation of the coffee klatch gives people permission to build community.

Define their purpose. People want to be valued. They create value most effectively when they understand how their job fits into the big picture. When jobs are described in terms of value creation, a new level of seriousness and commitment occurs. This makes a big difference in productivity and output.

Understand what motivates them. A person who is economically driven will perform differently than someone who is challenged by knowledge and research. Someone who is driven to help others will have a different approach than someone who wants to direct and manage others. There is room for all kinds of people. The key is to match them to the job that best suits their motivational predisposition.

Catch them doing something right. A little appreciation goes a long way. Praise the small stuff. You know that the small stuff accumulates to a big impact. If you "catch it" when it's small, it reinforces that you are acknowledging the parts, not just the whole. It may come as a surprise, but this simple (but not necessarily easy!) step can be more important to someone than compensation.

Hold brainstorming meetings. People cringe at the idea of staff meetings--with good reason! Often they drag on for what seems like an eternity. More significantly, people don't feel engaged. Instead of the dreary staff meeting, hold regular brainstorming meetings. Change the venue so people don't get used to the same routine. One week it might be a brown bag lunch; the next, it could be coffee and croissants. Vary the pace, and engage everyone who attends.

Provide an environment of learning. Life-long learning is one of the keys to enhancing the value of your people. Provide them with opportunities to take courses or attend seminars and workshops that will enhance their skills. Let them do this on bank time. Take an active interest in the value of what they learned at the program. Have them share their three best pieces of information at the next brainstorming meeting.

These tips provide a starting point for those who are committed to holding onto their best people. The more that your people feel they are creating value for the team, the easier it is to retain them. Importantly, you can provide an inspirational environment, but only the individual can motivate himself or herself Your job is to make sure that they feel self-empowered to do so.

Lisa Aldisert is a management consultant, professional speaker and author specializing in strategic planing and performed management.