The Simple Answer is – Give constant feedback and recognition.
So what we do in our office is give our employees a reason to stick around, we invest time and energy in to the people that you already have employed at your organization. Some opportunities we offer are: tuition reimbursement, mentorship, one-on-one coaching, or even allow “shadowing” of other teammates or members of the leadership team. All of these will help foster growth, create clear career pathing, and make sure everyone stays on track in hitting their individual and our company goals.
Making it a point to listen, and treat each person with respect in the workplace will make everyone feel more at ease. When people feel respected their are motivated to do their best. Remember, positive reinforcement will always work better than negative reinforcement.
Although Harshirt I think it's the free vending machine drinks.
Andrea M.’s Answer
A great tool to understand strengths and how team members can empower each other is:
For me it's always been
*Positive feedback encourage them even when a mistake has taken place.
*Open communication and having an open door policy.
*WE not ME attitude I can't do it without them!
* Keeping a team environment by communicating constantly with them
*Making sure they are aware that everyone matters and that although we are different we are a team and everyone brings something to the group.
*Keeping an open mind being optimistic and realistic even during trying times
*Caring and showing that you care
These are my top ones.
Good question. I lead a team and I understand the importance of motivation. Best answer would be to create career opportunities for them, identify their strengths, recognize their efforts, praising them publicly. Recognize great work. One of the most important factors that contribute to employee motivation is how often their hard work is recognized.
Set small, measurable goals.
Providing constructive feedback.
Being transparent and providing clarity
Encouraging team work/new ideas
Have some fun
Hope this answers your question.
On the other hand, most professional workplaces should look towards positive reinforcement, as it is more professional. This would be just paying attention to what employees to and giving them feedback on their work as well as recognizing their successes publicly. This can be done with an employee of the month program.
For me its building the personal connections with each direct report. I find that there is always at least one item in their personal life we can bond over and build a relationship with. Making sure they get recognized for great achievements and congratulating the group as a whole for their contributions to the company.
Great question! Here are a few suggestions, and techniques that I've used over the years, which have paid dividends and help motivate employees.
- Recognize employees for their achievements, and do so in a forum which is comfortable for them (e.g. email to the entire team, at an office luncheon or team meeting, in a small group which they are leading, or through formal recognition programs of cards / plaques / etc). The purpose is to demonstrate your appreciation and acknowledgement for the hard work, effort, and results, from the employee. i.e. "Thank You"
- Reward employees with something of value such as time off, another assignment of great importance to the team, or monetary compensation if permitted by the Company for their contribution. i.e. "Provide tangible reward"
- Demonstrate to the team that you're willing to 'roll up your sleeves' and get into the trenches with team team. This gesture signals that you're willing to help the team deliver, in addition to lead.
- Share your knowledge and experience. This builds strength through common abilities and shared experiences.
- Take an interest in your team members, acknowledge their goals, clear roadblocks preventing them from achieving their objectives.
- Show respect and share vulnerabilities through diversity-based exercises. Something I do often with the team is "Who I Am" poems. Employees share brief statements of "I Am.." followed by something that defines them, their character, personality, beliefs, etc. This is conducted in team meetings, and is a great conversation piece to start building a foundation of trust within the team.
- Be strong in periods of uncertainty. Acknowledge people's fears, provide a vision and strategy to overcome obstacles, and lead the team through adversity but be willing to act upon feedback to course correct whenever necessary. i.e. Be open to comments, and constructive criticism.
Last but not least, be truthful, transparent, show empathy, and be compassionate.
Hope that helps!
Going union for any company is always beneficial. Employees will earn promising pay increases, excellent benefits and they pay a SMALL amount of money for union dues.
The way that I look at motivating employees will keep them working for a company that invests in them.
Keep in mind that the number one reason employees work somewhere is for the money.
I recently retired, and always use to joke that I was working on a book, titled "How NOT to manage." The thing with motivating employees that makes it a bit of a challenge is that not all employees will be motivated in the same way.
1. our company implemented a "customer service award," which was handed out at the quarterly training meetings. We had people who then tried hard to NOT get the award, because they did not want to be called to walk to the front of the room! We had another guy who was constantly forwarding to his supervisor every thank you e-mail he received from a customer, so, at every meeting, he was called up for the award. He would receive it for doing little or nothing, rather than things that really constituted exceptional customer service. It became a joke.
2. We had quotas we were supposed to meet. The supervisor put up a big white board and posted everyone's numbers. While this was great for the leaders, the others felt like it was an attempt to shame them into doing better (it was).
I think transparency is important. So, if you select a particular employee to get to go to the convention in Vegas, or attend a training seminar, I think the selection process should be made known, preferably in advance. Favoritism undermines morale. Employees keep track of everything.
As far as me personally, I went to work already motivated to do my job. There were things my supervisor did that killed off my sense of motivation, which included chastising me in front of customers.
So, each employee is different. If you have not already read it, I recommend the book, the One Minute Manager.