Motivating employees at Calls-R-Us through benefits and scheduling

Production Management

How can employees be motivated to excel at a position that might not, at first glance, inspire their creativity and best work? Granted, answering incoming telephone calls and taking orders for an entire shift might get a little boring. But employees can be inspired by other factors besides the "excitement" of their position. Creating an environment where employees feel responsible for their performance, rewarded based on that performances, and recognized for good work is key to increasing productivity in positions where the work alone might not do so.

However, finding a good method to create this environment can be more difficult than it first appears. Simply handing out cash bonuses for performance doesn't do it: a study by Worthlin Worldwite determined that although 17% of employees received a cash bonus at the end of 1999, but 32% of them didn't think it had improved their performance (Alonzo 1). But if employees say cash is what they want, how can an employer like Calls-R-Us provide incentives that promote employee retention and productivity?

Benefits that reduce an employee's financial burden, like insurance subsidies, parental leave, childcare assistance or on-site childcare, and elder care assistance all help create an atmosphere where employees feel important to the company (Schmidt 297). Some of the above options (especially on-site daycare) can be provided at a minimal cost to Calls-R-Us.