Motivation

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 Home  Introduction  Benefits  Your Attitude  Motivating Tips


 In today's working environment,
success depends on employees
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using their full talents.
 The objective level motivating
• Third of
employees is • to lead them to
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• Fifth level
perform in ways that meet the goals
of the organization.
 A motivating work environment
enhances staff self-confidence.
People feel like they are more
competent, more capable, more
appreciated, more contributing.



 The more you are able to provide
what they want, the more you
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should expect what you really
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want from employees in terms of
productivity and quality.
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 Building high Fifth level
•
employee
motivation requires that you pay
attention every day to life at work.
 Motivation leads to good
performance when it is
accompanied by ability, skills,
equipment, supplies, and time.



 There are no real disadvantages to
successfully motivating employees,
but there Second levelbarriers to
• are many
overcome. • Third level
 Barriers may • Fourth level
include unaware or
absent managers, levelinadequate
• Fifth

buildings, outdated equipment, and
entrenched attitudes, for example:
 We don't get paid extra to work
harder.
 We've always done it this way.



 Our bosses don't know about what
we do.
• Second level
 This is not explained in my job
description.Third level
•
• Fourth level
 I'm going to do • Fifth level possible
as little as
without getting fired.
 Such views are real challenge to any
team leader to defuse and breakdown
with positive employee working
growth.



 Your Arrival at Work Sets the Employee
Motivation Tone for the Day:
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 If you arrive at work with an anger
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on your face.
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 Your body language shows you
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unhappy.
 You move slowly and treat abruptly
the first person who approaches
you.
 It takes only a few minutes for the
entire workplace to get the word,
”Stay away from the boss today”.



 Your arrival and the first moments
you spend with staff each day
have an • Second level
immeasurable impact on
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positive employee motivation and
morale. • Fourth level
 As a manager or • Fifth level your
supervisor,
words, your body language, and
the expression on your face, have
great impact on employee
motivation
 Walk around your workplace and
greet people.



 Provide Regular Feedback for
Employee Motivation:
• Second level
 Your team members need to know
when they • Third level task well and
have done a
when you are Fourth level
• disappointed in their
results. • Fifth level
 They need to work with you to make
sure they produce a positive outcome
the next time.
 Set up a daily or weekly schedule and
make sure feedback happens. You'll be
surprised how effective this tool can be
in building employee motivation and
morale.



 Every person has different reasons for
working. But, we all work because we
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obtain something that we need from
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work. The something obtained from work
impacts morale, Fourth level motivation,
• employee
and the quality of life.
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 To create positive employee motivation,
treat employees as if they matter -
because employees matter. These tips
will help you fulfill what people want from
work and create employee motivation.



What People Want From Work
 Some people work edit Master text styles
• Click to for personal fulfillment;
• Second level
others work for enjoyment of what they do.
 Others work to•accomplish goals and to feel
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• Fourth level
as if they are contributing to something larger
than themselves. • Fifth level
 The bottom line is that we all work for money
and for reasons too individual to assign
similarities to all workers.
 Fair benefits and pay are the cornerstone of a
successful organization that recruits and
retains committed workers. If you provide a
living wage for your employees, you can then
work on motivational issues.



How to Demonstrate Respect at Work
 Ask anyone in your workplace what treatment
they most want at work. level
• Second
 They will likely • Third level with the desire to
top their list
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be treated with dignity and respect. You can
demonstrate respect with simple, yet powerful
• Fifth level
actions.
 Treat people with courtesy, politeness, and
kindness. Encourage coworkers to express
opinions and ideas.
 Listen to what others have to say before
expressing your viewpoint. Never speak over,
butt in, or cut off another person.



Provide Feedback That Has an Impact
 Make yourClick to have the impacttext styles
• feedback edit Master because
• Second level
your feedback can make a difference to
employees.
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 Effective feedback involves the sharing of
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information and observations. It does not
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include advice unless you have
permission or advice was requested.
 Whenever possible, feedback that is
requested is more powerful.
 Ask permission to provide feedback. Say,
"I'd like to give you some feedback about
the presentation, is that okay with you?”



Show Your Appreciation
 You can tell yourto edit Master text and
• Click colleagues, coworkers styles
staff how • Secondvalue them and their
much you level
contribution any day of the year.
• Third level
 In fact, small surprises and tokens of your
• Fourth level
appreciation spread throughout the year help
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the people in your work life feel valued all
year long.
 Praise something your coworker has done
well.
 Say "thank you." Show your appreciation for
their hard work and contributions. And, don't
forget to say "please" often as well.



Trust Your Employees
 Trust forms the foundation for text styles
• Click to edit Master effective
• Second level
communication, employee retention, and
employee motivation and contribution of
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discretionary energy, the extra effort that
people voluntarily•invest in work. When trust
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is present, everything•else is easier.
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 When trust exists in an organization or in a
relationship, almost everything else is easier
and more comfortable to achieve.
 Trust forms the foundation for effective
communication, employee retention, and
employee motivation.



Employee Recognition Rocks
 Employee Click to edit Master text styles
• recognition is limited in most
organizations.Second level
•
 Employees complain level
• Third about the lack of
• Fourth level
recognition regularly.
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 Managers ask, “Why should I recognize or
thank him? He’s just doing his job.”
 These factors combine to create work places
that fail to provide recognition for employees.
 Managers who prioritize employee recognition
understand the power of recognition.



Retain Your Great Employees
 Key employee retention is Master textlong
• Click to edit critical to the styles
term health • Second level organization.
and success of your
 Managers readilyThird level their role is key in
• agree that
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retaining best employees to ensure success.
 A motivated employee Fifth level contribute to
• wants to
work areas outside of his specific job
description.
 You just need to know their skills, talent and
experience, and take the time to tap into it.



Team Building and Delegation
 Employee Click to edit Master text styles
• involvement is creating an
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environment in which people have an impact
on decisions and actions that affect their jobs.
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 Team building occurs when the manager
• Fourth level
knows when to tell, sell, level
• Fifth consult, join, or
delegate to staff.
 Involving employees in decision making and
continuous improvement activities is the
strategic aspect of involvement.



Build a Mentoring [adviser] Culture
 The people in your edit Master text styles
• Click to organizations train for
years and • Second level college. People
go into debt for
work late nights and weekends. People spend
• Third level
the entire day taking phone calls when they’re
• Fourth level
supposed to be on vacation.
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 Yet, clearly, organizations do not do a good
enough job developing and promoting their
most important resource – their people.
 Time after time, the most important keys to
your success is having a mentor [adviser].
 It is hard to make it without a mentor and it
takes too much time without a mentor.


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