When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)

1. Welcome
to
By Coach AJAY GOMES
“How to Keep Your Workforce
Engaged & Motivated”
Watch it on Youtubehttp://www.evangelictraining.com/

2. My name is Ajay Gomes: A Life skills & Business
Coach, and an Aspiring Serial Entrepreneur, helping
individuals, small business owners and new Entrepreneurs: To
attract ideal clients - Set up measurable marketing system for
profitable results and Double their business in 6 to 12 months
- through Workshops, Seminars (on line and off line) and
One-On-One Coaching in person and over phone…

3. It’s an Internal Thing
Remember the Truth (on your face…)
• You cannot Engage & Motivate someone unless he/she has the willingness
for it…
• I have discovered a particular Bell Curve phenomenon:
3% (the crème de la crème – super performers – 80% and above results)
7% (the great performers – 60 to 80% results)
20% (needs constant farming… push and pull herd – 30% to 80% results )
40% ( raw : can go either way if not well cultivated - 10% to 80% )
30% ( no matter what… either live with them or relocate them ( my way of doing…)
in HR lingo, “fire them”… ( the hagglers and heckler… the lazy bums )
My question is, what will be your % of …or how will you handle them… where will
your focus be ? What will your strategy be ?
My strategy will be to apply Pareto Principle
It’s 80 – 20 rule

4. There are various stages an employee goes through his/her life in an
organization….Stages of Motivation:
1. Motivated & Unproductive –
In the beginning when he/she enters the Org…. (do you recall your first few days
when you started your work? Or when you join a new company?... (do express in
the panel..)
1. Motivated & Productive –
When the employee has spent some time and has learnt the system
1. De-motivated & Productive –
Here begins the trouble… the red flag area… and unfortunately most managers
fail to recognize this (here the employee is producing the desired results by virtue
of being long enough in the system and knows his job… look out for this group)
1. De-motivated & Un-productive –
Things are almost out of control… people who are not interested in their work
and don’t feel like giving their best…they are seniors and some of them would be
leaving very soon….if not, stay with the backing of unions…

5. Stark Statistics
1. Only 30 percent of employees worldwide feel inspired and engaged by
their careers
2. Close to half (48%) of employees across the globe detest their jobs
3. 18 percent of employees globally are actively disengaged meaning
though they are present at work, they hate it completely
4. Highly engaged employees were 87 percent less likely to leave their
companies than their disengaged counterparts
5. 3 out of every 4 people who leave their jobs of their own will, aren’t
quitting their jobs but their bosses/ managers
6. Less than half of the workforce (40 percent) were aware of their
company’s goals, tactics and strategies
7. Organizations with greatly engaged employees accomplish double the
annual net income of those whose employees are not so well engaged
(as per an analysis of 64 organizations)

6. Is this, some kind of a joke?
What does it say? (please write down what you think, on your
note pad and if you want to share you may post it on the wall)

7. • When you look at it, “how to keep your workforce engaged & motivated” the
answer is already there…
• Look at it carefully…
• What do you see?
• You can’t find it, right?
• Well, look at the two words – Engaged & Motivated…
• What does Engaged mean?
• What does motivated mean?
(let’s see on the panel, please give your input…)
• Now, if you have written ….. you already know the answer…

8. • So, go and start doing them…
• (just joking…)
• Moreover, if you google the term’ “how to keep workforce engaged and
motivated” it will throw up About 53,600,000 results (0.68 seconds)
(About 82,100,000 results (0.71 seconds) last week
• Wow! That’s humongous
• This also shows a kind of (not engaged and not motivated attitude…)
otherwise, why would people be late? When everyone had been informed
about the time? And it’s only 60 minutes…
• What had kept these people away ?…
• (I know ,only one valid and authentic answer…
• it’s called ‘Because’ ….

9. • And as we go along, you will discover, that, this whole business of ‘engaging and
motivating’ thing has nothing to do with ‘engagement and motivation’ at all in reality …
(many of you would be surprised…. Right?)
• I thought so…
• Oh, what is it then?
• (post your comment…)
• Point blank………………… It’s a Leadership issue !!!
• If you are a leader and/or have attended powerful sessions conducted by powerful
leaders you will know…
• Engagement and Motivation are results of Effective Leadership…
Story: 3 stone cutters

10. • ONLY ORGANISATIONS THAT TRULY ENGAGE AND INSPIRE THEIR
EMPLOYEES PRODUCE WORLD CLASS LEVELS OF INNOVATION,
PRODUCTIVITY AND PERFORMANCE
• ENGAGED EMPLOYEES HAVE A SENSE OF PERSONAL ATTACHMENT TO
THEIR WORK AND ORGANISATION; THEY ARE MOTIVATED AND ABLE TO
GIVE OF THEIR BEST TO HELP IT SUCCEED
• “AN ENGAGED EMPLOYEE IS AWARE OF THE BUSINESS CONTEXT, AND
WORKS WITH COLLEAGUES TO IMPROVE PERFORMANCE WITHIN THE JOB
FOR THE BENEFIT OF THE ORGANISATION.

11. Your employees need more than a paycheck;
they need a – Psychological Paycheck
• Do you have a dedicated agenda (along with a team) and
structure (with definite parameters) for the above?
Do you know how much poor morale is costing your company?
Just think for a while and consider the following:
1. How much does the hiring and training cost when you have to
replace only one employee?
2. How much do the hours of lost productivity cost because your
staff has low energy?
3. How much is the cost of a lost customer because an employee
had a negative attitude on the phone?
4. How much money are you losing because of a lack of employee
cooperation and team spirit?

12. Now, before I jump into the ‘how to’ part… I want to ask, ‘why’?
Why do you want to them to engage and motivate? Because…..
well, I mean, aren’t they supposed to do their job as agreed upon? And if they are
not doing, then it’s your job to make sure they do it…
…that there’s a miss-match
And why aren’t they already engaged and motivated?
(the answer you have given is ‘your part of the story’ not necessarily their views …
It’s so simple, isn’t it?
• They are not engaged & motivated because….. this is their part of the story…. Ask
them, listen to them, talk to them…
• They will give you the clue… as they say, success leaves clues behind… one who
recognizes them gets it…
• Similarly, employees who are not engaged or motivated, leave clues everyday …
and smart manager finds them and resolves them…

13. Whether you are a supervisor or a manager, solving
employee morale problems is up to you…
• When employees gripe, complain and gossip about conditions at work,
it’s up to you to
Create a positive atmosphere and a cooperative spirit…
• When they are depressed and lethargic, it’s up to you to
Energize them…
• No matter what tough employee morale problems crop up
You have to be ready to fix them…
• If you don’t
It costs your company money
Creating an employee motivation program is essential to building
employee morale and decreasing employee turnover

14. • To entice them with a sweeter carrot dangling in front… or Threaten them
with a sharper stick? – if you perform this task you will get that much extra
compensation…
Or
• Give the carrot first and support them to get the job done?
Your people expect a salary for the work they do, but they need more than
money to remain loyal, enthusiastic, passionate, proud and happy workers.
and the challenge is, which are the best suited for a particular company ? What
works for company Y may not work for company Z … and vice a versa …. !!
When it comes to employee morale – doing ‘nothing’ is very
Expensive! And the question is, “How does one Engage & Motivate
Employees ?”

15. They need something Intrinsic…
not mere cash benefits
• Social interaction with their co-workers – not (mostly) the same old
snacks & tea/coffee breaks… they don’t work…
• Respect and appreciation from their managers and peers – often
undermined or done very little…
• Opportunities to learn and become more valuable employees – rarely
practiced
• Challenges & Meaningful Projects (according to their own aspiration that
is aligned with the organization vision)

16. Some of the employee morale problems:
• A major change in the company structure – a modern day phenomenon
• A negative attitude – practiced so often with precision
• Co-workers don’t get along – not much attention is paid
• Employees being laid off -
• Joylessness -
• A gloomy atmosphere -
• Lack of communication -
• Low energy -
• Stress –
• Always looking for greener pastures…
• Easy way out…
• Likes to be in C Zone

17. Key Reasons Why Employees Feel
DE-MOTIVATED
• No Recognition or Feeling of Value
• Unrealistic Demands or Work Load
• Micromanagement
• Job Insecurity
• No Progress
• Conflicting or Otherwise Unpleasant Co-Workers
• Boredom
Google, Facebook, Twitter, Apple, MS, IBM,
Oracle, Amazon, Tesla…………

18. 7 key Areas for examination:
1. Employee Relationships (great people to work with &
being part of a team… also work-life balance )
2. Company Communication ( tools & techniques)
3. Appreciation and Recognition
4. Employee Input
5. Personal & Professional Growth
6. Fair Pay and Benefits
7. Employee Spirit

19. Employee Spirit
1. Exciting work and challenges (Japanese Fish story)
2. Having a good boss
3. Autonomy and control over one’s work ( urge direct their own lives)
4. Mastery ( desire to get better and better with something that matters)
5. Purpose (meaningful work and making difference and contribution)
6. Flexible work hours and (dress code)
7. Accomplishment & Fulfillment

20. Score on the frequency of these:
• Someone has talked about their progress
• Someone encourages their development
• They have been praised recently
• They have a best friend at work
• Their managers care about them
• They view their job as important to the company
• Their opinions count at work
• Their colleagues are committed to quality work
• They are able to do their best every day
• They have equipment needed to do their job
• They know what is expected of them at work
• They feel satisfied being listened to
Yes No

21. source

22. • Investing in people is investing in the success of an organization, and
today’s global marketplace demands that investment
• HR leaders can drive that point home by using
• recruitment strategies,
• training experiences,
• benefits packages, and
• other initiatives
• to show appreciation for hard work and encourage future success.
• As more organizations start to see the hard return on investment
associated with humanization, they will begin to implement similar
humanization practices

23. Create incentives by humanizing the
organization
• Balance relationships with business
every day
• Use data to express the value of
relationships
• Listen actively
• Invest in learning activities that are
fun
• Opening up communication
channels
• Focusing on the details
• Career (Development)
• Competence (Progress)
• Care
• Abraham Maslow’s Needs theory
• Herzberg’s Theory
• Job Loading
• Clear Role Definition
• Goal Setting
• Job Rotation & Re-Design

24. • Job Enrichment
• Job Enlargement
• Paint the Larger Picture
• Leadership
• Performance Management
• Learning and Training Opportunities
• Rewards and Recognition
• Work Environment/Organization Culture
• Psychological States (Meaningfulness of the work ,Responsibility for work outcomes
• Knowledge of results)
• Core Job Dimensions (Skill variety, Task Identity, Task Significance & Job
Feedback)

25. • Confidence:
• Credibility
• Collaborate
• Control
• Contribute
• Congratulate
• Convey
• Clarity
• Career
• Connect
• Communicate

26. Result Driven Engagement
• Connect Engagement & Motivation efforts to high performance
• Leaders must demonstrate - personally living their company’s values
• Keep in ming the old adage, “employees join great companies, but
quit bad bosses” - engage first-line leaders (supervisors and managers)
• Every thing that’s said must be based on clarity, consistency, and
transparency
• “Treat people the way they want to be treated” – Individualize
• Create a Motivational & Engagement Culture – a system that’s on auto-
pilot
• Reinforce and Reward the Right Behaviors ( without discrimination )
• Create Feedback Mechanisms (Independent survey works better)
• Track and communicate progress: let them know even when losing…
• Recruit and Promote Accurate Behaviors & Attributes for your Culture…
not all high ranking candidates will perform as you wish…

27. • Keep them out of the Dark
• Clearly Define Your expectations
• Don’t Sugar-coat unpleasant
assignments
• Be Consistent
• Set a good example
• Ask for input
• Show You Care
• Reward Creativity
• Break out of Comfort Zones
• Offer training
• Discuss Career Aspirations
• Promote From Within
• Criticize Constructively
• Offer a helping hand
• Provide Rewards
• Be Liberal With Praise
• Give them a Break
• Say ‘no’ tactfully
• Keep an eye on Salaries
• Help Staff achieve Work/Life
Balance
• Create a Place Where People Want
to Work
• Be Stingy With Meetings
• Get out of the office
• Recognize the Signs of Low Morale:
• Learn From those on the Way out:

28. • Clearly define your vision
• Give employees what they want and
need
• Communicate often and well
• Get everyone engaged
• Stay the course
• Practice random acts of kindness
• Coach for success
• Act fairly
• Inspect what you expect
• Give respect and create trust
• Don’t be a jerk
• Make work fun
•
• Keep your promises
• Recognize their successes
• Be welcoming
• Pay attention - FULL
ATTENTION
• Give special attention to high-
potential employees
• Be creative to avoid downsizing
• Incentives are for all - as they
perform…

29. A new paradigm – new approach …
new language… to do things
because they matter, because they like it,
it’s interesting…
it’s part of something important…
a new operating system…

30. When a customer is delighted … and not just satisfied…
When someone decides to cross the line of duty
when someone travels that extra mile to surpass her/his much
higher satisfaction threshold
when someone cares enough for her/him
when someone relents to her/his whims
when someone simply makes her/him feel most important
customer for his company – She/he feels delighted…
That someone is able to extend beyond usual only because
he/she feels empowered to do that…
To remain Loyal to the company and the Brand – the basic
requirement of a customer
The Co-Relate…

31. Customer satisfaction and customer happiness: part of SOPs (Standard
Operating Procedures)
whereas striving for customer delight is ingrained in the value system and
DNA of the each empowered employee of the organization
Empowered employees bring more business. They are more likely to retain
the customers longer, against all odds
Customers want to deal with someone who is empowered enough to help
them in crisis situations
There is clear distinction between authority and empowerment…
The employee empowerment and customer delight are the two sides of same
coin. Latter will not excel without the adequate former
Leadership & Empowerment - Love & Peace

32. No Rocket Science
• Physical ( it has been scientifically proven, employees good health improves
performance and loyalty is high – rendering retention very low…)
Head – Thinking & Speaking (speak words that empowers, show cares,
encourages, appreciates, acknowledges, understands, uplifts)
Heart – Feeling (Emotions)
Hand – clap, exercise, lift, shake hands, Hug, play instruments…
Leg – dance, walk, jog, run… gym

33. • Mental & Psychological
• Spiritual
• Personal, Family, Social, Aspiration-al,
• Command & Control – My way or the High way
• Test it out: Do they feel or know, you have their best interest in your mind
or you manipulate?
• How much do you know them: each one is different with different
template… more you know more you will learn about them and it’ll be so
easy (may be one minute over a cup of coffee at a very critical time, turn
her/him around into a super hero, your best ‘go to man’ person…

34. Instill that, 1 Extra Degree
211f – 212 f (99c – 100c) and Humanize Your Workforce…
What I am doing is really meaningful and I am learning and contributing…
I am making a difference…
Because it is important and it matters greatly
For the organization, for my Family and for myself – ultimately
to the whole Humanity
( I know, it might sound/look too Utopian to some…)
You may watch the whole presentation on youtube
For conducting the training with your staff, please contact me at
ajay@ajaygomes.com or call +91 9818058080 or for more training, visit
our site: http://www.evangelictraining.com

35. Thank You