Agenda item

Approach to Business Change /Keeping Staff Motivated and Committed

Minutes:

The Committee considered a report about staff motivation and performance and outlined the key factors that influence staff, including environment and job enrichment as well as the traditional areas of reward such as pay and incremental advance.

 

Using a model developed in the field of organisational psychology for understanding what motivates staff in an organisation, the report set out in tabular form the factors causing satisfaction or dissatisfaction among staff and a commentary on their application.  Based on the research, these divided into motivator factors (those things that can create job satisfaction) and hygiene factors (things that if neglected can lead to job dissatisfaction) and were defined as follows:

 

Motivator Factors

Hygiene Factors
  • Achievement
  • Recognition
  • Work itself
  • Responsibility
  • Promotion
  • Growth
  • Pay and Benefits
  • Policies and how they are applied
  • Relationship with other staff
  • Supervision
  • Status
  • Job security
  • Working Conditions

 

The Committee noted the importance of ensuring that the hygiene factors were properly attended to in order to avoid any major causes of dissatisfaction.  Most of the motivating factors relied on managers managing well and this highlighted the importance of an ongoing programme of development for managers.  Arising from the ideas for improvement referred to in the report, Members commented on the need for good and effective staff communication throughout the organisation, the importance of recognition of staff efforts and achievement (whether or not it was embodied in a formal scheme) and the introduction of a staff suggestion scheme (possibly with a cash incentive).   There were benefits to the organisation if staff were encouraged to develop, to adopt a positive approach to their work and were empowered to contribute freely to the Council’s aims and objectives.

 

Whilst acknowledging that the Council’s staff were a resource of great value, the use of the term resource and the title Human Resources was queried.  The word ‘people’ or People Services was felt by some to be more appropriate.

 

Resolved - 

(a)  That the report be noted.

(b)  That progress on the development of ideas for improvement be reported to the next meeting, including the suggestion about possible use of the name “People Services” rather HR.

Supporting documents: