Managers guide to Motivating Employees

Transcription

1 Managers guide to Motivating Employees Shawn Doyle CSP Based on the Manager s Pocket Guide to Employee Motivation by Shawn Doyle (HRD Press- Spring 2004)

2 Definition of Motivation Motivation- The act or process of motivating; the condition of being motivated Motivate- To provide an incentive, move to action; impel

3 Why Motivation is Important Survey by the Public Agenda Forum: Fewer than one in four American workers is working at their full potential. Half of the workers surveyed said they did not put any effort into their jobs beyond what was required to hold it. 75% said they could be significantly more effective in their jobs than they are. 60% believe they don t work as hard as they used to.

4 Impact of a Motivational environment Increase in productivity Decrease in employee turnover Absenteeism will decrease Sales will increase Customer service will improve Employee litigation claims will decrease

5 10 Aspects for Creating a Motivational Environment 1. Physical environment 2. Purpose 3. Positive 4. Fun 5. Development

6 6. Know them 7. Reward 8. Communication 9. Hiring 10. Manager is the Mirror

7 The Physical Environment Clean Well lit Comfortable Well equipped Enough space Safe

8 The Purpose Landmark Herzberg study- two key factors- Hygiene Theory: Elements of hygiene: The company Policies and administration The supervision on the job Working conditions Interpersonal relations Salary/ status/ security

9 Hygiene elements will not motivate an employee, but if they are not met there will be job dissatisfaction.

10 Herzberg s Motivation Theory The motivating factors: Achievement Recognition Growth/advancement Interest in the job

11 Eight Guidelines for helping employees understand Purpose of their work 1. Job Description 2. In writing 3. Purpose 4. Interrelation 5. Job Description

12 5. Mission/vision 6. Team Mission 7. Communication 8. One on one

13 A positive environment Hiring the right people Keeping the right people Setting the expectations Modeling the behaviors

14 Every memorable act in the history of the world is a triumph of enthusiasm. Nothing great was ever achieved without it because it gives any challenge or any occupation, no matter how frightening or difficult, a new meaning. Without enthusiasm you are doomed to a life of mediocrity but with it you can accomplish miracles. - Og Mandino

15 Hiring the right people Multiple interviews with several people Cultural and competency fit Set expectations up front in interviews Human Resources involvement Always recruit The best they will be Knockout questions

16 Modeling the behaviors 1. Be enthusiastic 2. Be honest 3. Work hard 4. Be ethical 5. Be respectful

17 6. Have fun 7. Be willing to be wrong 8. Stay calm 9. Communicate frequently 10. Support the company

18 Development Set expectations: Each year growth is expected Not an optional activity Development is budgeted and a priority Each team member will have an IDP Plan developed by team member and manager Periodic development meetings Review every six months

19 Leadership is not magnetic personality- that can just as well be a glib tongue. It is not making friends and influencing people- that is flattery. Leadership is lifting a person s vision to higher sights the raising of a person s performance to a higher standard, the building of a personality beyond its normal limits. - Peter F. Drucker

20 Cornerstone of Development: The GDM Meeting held once a year to discuss growth and development Separate from the annual review A dialogue where four areas are discussed: 1. Strengths 2. Areas for improvement 3. Career goals 4. Growth and Development Plan

21 Know What gets each Employee Motivated Each employees motivation is different Have to ask them Observe Distribution of work Acknowledging efforts Team Meetings Team outings Communication

22 Questions?