motivation at workplace

1. Motivation at workplace

2. What is Motivation??
Drive to initiate an action.
The intensity of effort in an action
The persistence of effort over time.

3. Frequent rejection
Physical separation from company support
Direct influence on quality of sales presentation
Indirect influence on performance
Why is Motivation
Important?

4. Steps to Greater
Personal Motivation
1. Define what you want.
2. Inform a special person of your goals.
3. Do something.
4. Don’t let failure deter you.
5. Break down problems into pieces.
6. Set deadlines.
7. Turn work into play.
8. Associate with people who motivate you.

5. MASLOW’S HIERARCHY OF NEEDS
Self-Actualization
Self-Esteem
Love-Belonging
Safety-Security
Physiological
Intense job challenge, full potential, full
expression, creative expansion.
Achievement, respect, recognition, responsi-
bility, prestige, independence, attention,
importance, appreciation.
Belonging, acceptance, love, affection, family
and group acceptance, friendships.
Security, stability, dependency, protection,
need for structure, order, law, tenure, pension,
insurance.
Hunger, thirst, reproduction, shelter, clothing,
air, rest.
Motivation and Personality, Abraham Maslow, 1970

6. Motivation for
Employees
salesman

8. Method 1 of 2: Improving Sales
Environments
Instead of focusing on what they are doing wrong,
make sure that some 1-on-1 meetings address their
worries, pain points and work environment issues. You
are likely to catch motivation problems before they
affect their season and quota, if you try to fix negative
work pressures. Ask your sales staff what motivates
them during these meetings. You may find some
salespeople respond to monetary rewards, while others
respond to promotions or a supportive team
environment. Take notes on what motivates each
1. Schedule meetings with your sales staff regularly

9. 2. Train your salespeople
• Appoint salespeople to train their peers. This is an excellent way to
recognize special skills in your salespeople and encourage
interaction.
• Take a field trip. Use your contacts to find a manager who would
be willing to have you watch their successful sales team.
• Choose an outside consultant to train your salespeople. Pick your
person very carefully. Make sure they are an expert, they have
excellent time management skills and they are able to inject some
humor into the training.
• Keep training sessions short and include a practice period with the
guest speaker.
• Appoint a mentor to train younger sales associates. This may help

10. 3. Invest in new sales tools
• Make sure your CRM is enhancing the
sales environment, rather than detracting
from it. A good reporting, mass e-mail or
mobile app tool can increase a
salesperson's efficiency, helping their
sales goals and their motivation. Most new
websites and CRM require a training
period. Time the adoption of the tool to a
low-stress point in the season

11. Method 2 of 2: Motivational Strategies
1. Tailor your motivational plan to each employee
If you have the ability to adjust incentive schemes,
use it.
Each person is motivated differently, so choose 1 to
3 things that will help the salesperson work harder
and put them in writing.

12. 2. Create a reasonable and effective
commission structure
If few of your salespeople are meeting their quotas,
you should review how well they are working to
motivate employees.
Reconsider caps on commissions or quotas, placing
them at lower levels if the market has seen a drop or
raising the commission levels in a market boom.

13. 3. Implement daily, weekly and monthly
incentives
Offering a trip, day off, large gift card, coffee, free
lunches or gym/club membership for the most sales
in a week will encourage staff to go the extra mile.
These interim bonuses can also help salespeople to
meet their larger quotas by helping them hit
milestones during the seasons.
Incentives increase friendly competition.
Competing on a daily basis for new leads or lead
qualification can cause people to push each other to
do better.
Keep incentives at a value where they increase
friendly competition but do not encourage sabotage.

14. 4. Create a personal goal
Keeping in mind what motivates each employee,
tack on an incentive to their commission that applies
to their desires.
For example, if you know an employee has an
anniversary, offer them 2 extra paid days of leave if
they meet their goal.

15. 5. Encourage a team environment
Salespeople can often feel like they are alone,
working toward a target.
Create a team incentive where they are encouraged
to help each other and share knowledge for a
common goal.

16. 6. Recognize sales achievements
The time you take to congratulate someone on their
hard work may decide how hard they work to reach
their next quota.
Congratulate them publicly. Bring up their
achievement at sales meetings.
Write the person a note. Do not wait until their yearly
review to give them recognition. Instead, send a
letter to their house to tell them how valued they are,
with a gift card for their family.
Introduce the person and their achievements to your
bosses. Recognition in upper management is hard to
get, especially if your sales staff sees high turnover.

18. Part 1 of 3: Creating a Friendly Work
Environment
1. Create a pleasant atmosphere
You should try to make the office look as friendly and
appealing as possible.
Make sure the temperature in the office isn't set to be too hot
or too cold. Your employees won't be motivated if they're
freezing or so hot that they can't focus.
Create a pleasant ambience through lighting. Though you may
not be able to help it if your office has harsh florescent lights,
you could make a big difference by putting up a few lower-
wattage bulbs that are easier on the eye.
Make sure your employees have lots of natural light and
position them next to windows whenever you can. They will be

19. 2. Take advantage of your wall space
Your employees will spend a lot of time staring at your walls.
Put up a bulletin board where people can post pictures, birthday cards,
and any relevant personal information that they want to share with their
coworkers. This will make people feel more relaxed and comfortable, and
they may even smile when they peek at the board.
Recognize outstanding employees. Though you don't have to post the
"employee of the month" on your wall, you can post a small notice or write
a person's achievements on a whiteboard for the whole office to see.
If your company is going strong, put up some posters that show the
company's progress to motivate the employees to do good work.
You can put up a few motivational slogans, but don't overdo it. You don't
want your employees rolling their eyes at your overly-enthusiastic signs.

20. 3. Use food as incentive
Don't underestimate the power of having some food around the office. People
will be much more excited to come to work if they know that there will be some
food waiting for them. Here are a few food tricks that will motivate your
employees:
Keep a kitchen stocked with tea and coffee so your employees spend more
time hanging around the office instead of stepping out for coffee.
Bring in bagels and donuts for breakfast one day a week or month. This will get
your employees to come to the office earlier and to spend more time there.
Order pizza for lunch once in a while. You can even institute a "pizza day" once
a month.
Have snacks around the office. Make popcorn, bring in chips and guacamole, or
bake brownies.
Bring in a cake or cupcakes on an employee's birthday.
Create a festive environment through food.

21. 4. Institute casual dress days
Casual dress days will make people more excited to
go to work, and will make them feel more
comfortable in the work environment.
You can institute a casual Friday, or randomly
choose to add extra casual days to the calendar.
You can even make your casual dress days themed.
Your casual attire can also be used to highlight
upcoming holidays when the time is right.

22. Part 2 of 3: Recognizing and Rewarding Your Employees
1. Recognize your employees on an individual basis
If they've done something truly outstanding, then you should take the time to
let them know. Instead of telling people that everyone is doing great. let him
know that his work is truly outstanding.
You can also recognize the employee by posting something about the
employee's work on your front bulletin board, or sending along an email
highlighting the person's achievements.
If the person did something truly exceptional, like sign a new and prestigious
client, you can stand up and make an announcement to praise that person.
Don't be afraid to follow your words up with a round of applause, as long as it
feels natural.

23. 2. Recognize your employees as a
group
You should take the time to let your team know that they are doing solid work as
a unit, and show that you appreciate their efforts at all times.
Hold a meeting to discuss the company as a whole, and to show how your
employees' efforts are contributing to the mission of the company.
Your employees don't want to feel like cogs in a wheel, but like they're
contributing to something valuable, so take the time to make them feel special
Send weekly emails, updates, or newsletters that tell your employees that their
hard work is paying off.
If you feel that there is room for improvement, that's okay, too. Just be honest
with your employees about the work that still needs to be done.
Make a mental note of praising your employees more than you give them
negative feedback. This will make them feel much more positive about the hard
work that they do.

24. 3. Reward your employees for hard work
Setting up a system of rewards is an excellent way to motivate your employees.
Reward them with small gifts. Give them two tickets to a movie, a gift certificate to a store.
Reward your employees with time off. You'll be surprised to see how quickly your
employees start working when you offer to let them leave 15 or 30 minutes early, or if you
give them the option of coming to work an hour late the next day.
Reward your employees with a telecommute. The employee who does the most work can
be allowed to work from home for a day.
Reward your employees by doing their work for them. People love seeing their boss do
their jobs, whether it's to keep the company bathroom clean or make a few calls to clients.
Reward them with casual dress. Employees love dressing casually, and that employee can
earn the privilege to dress casual for any given day.
Reward your employees with lunch. The employee who wins the work contest can earn a
free lunch from you -- an opportunity to get to know you better.

25. Part 3 of 3: Developing Great Relationships in the
Workplace
1. Get to know your employees
You should develop a stronger relationship with your employees, you'll not only
have a better sense of what makes them tick, but they'll also like you more and
will be more motivated to work for you as a result.
Initiate a "coffee Friday" where you spend twenty or thirty minutes chatting with an
employee over coffee in your office.
Learn something about your employees' families. Remember that your employees
are real people with real families and real struggles.
Learn something about your employees' interests. If you find out that one of your
employees watches one of your favorite TV shows, you can use it as a
conversational point.
Remember that there's a difference between building a strong relationship with
your employees and building an intimate friendship with your employees. Your
conversations and contact should be friendly and open, but not too personal.

26. 2. Create social events
Having a few social events on the calendar will help people in your office
get to know each other.
Have people go out to lunch together once a month. This will help people
feel less isolated during lunch time and can help them get to know each
other.
Create a team bowling or cricket match. This will not only be a great way
for your employees to bond, but people will feel more of a sense of team
spirit after working together as a part of a different kind of team.
Have a happy hour for your employees to relax and laugh after work. This
may be organized by one of your employees, but don't be afraid to join in
if the mood is right.
Create a team volunteering league. You and your employees will not only
be doing a good deed, but they'll get to know each other better.

27. 3. Use theme days to your advantage
Theme days are a great way for people to get to know each other
and be more excited about coming to work.
Have a food theme day. Everyone will be responsible for cooking or
bringing in a food from a certain type of cuisine, such as Mexican. If
you have a diverse office, you can have everyone bring in a meal
from his or her culture or background.
Dress up for holidays. Traditional day or festival dresses can be a
good part of a dress up holidays
Have a sports theme day. Everyone can dress up as their favorite
sports hero.

28. What impact motivation creates
Increases efficiency of work.
Can se quality of work.
Great bonding among team, or say team spirit.
Reduce in job turnover.
Optimistic environment in an organization.
Friendly atmosphere among all employees.
Ultimately profit or sales will be improved.

29. Case Study :

30. This case study focuses on
how Kellogg’s motivates its
people.
The Kellogg Company is the world’s leading producer of breakfast cereals.
Its products are manufactured in 18 countries and sold in more than 180
countries. For more than 100 years.
Physiological needs – Kellogg’s offers competitive salaries. This gives
people the means to acquire the basic needs for living.
Safety needs – Kellogg’s values the safety of all employees. The company is
committed to providing a safe and healthy work environment to prevent
accidents.
Social needs – These are associated with a feeling of belonging. Kellogg’s
operates weekly group ‘huddles’. These provide informal opportunities for
employees to receive and request information on any part of the business.

31. Self-actualisation – Kellogg’s provides employees with the
opportunity to take on challenging and stimulating responsibilities.
For example, the business provides the opportunity for individuals to
take ownership of projects. This enables them to develop and
improve.
Kellogg’s keeps a two-way dialogue with employees through its
communication programmes.
Generating ideas
The Kellogg’s suggestion box scheme helps to generate ideas and
improve productivity.

32. Motivational factors
flexitime, home working, part-time working and job sharing
career breaks, parental leave, time off for dependents and maternity
and paternity leave
on-site gyms or subsidised access to local facilities.
Conclusion
This case study illustrates the range of different motivation
measures in practice at Kellogg’s. It demonstrates that highly
motivated employees can improve efficiency, output and quality for a
business.