How Do You Motivate Your Employees?

[Rob]

In my blog today there is a review of a survey which has revealed that small business employees are the happiest (http://www.smallbusinesssuccess.biz/forum/blog.php?b=89)!

What specifics techniques or ideas do you use to keep your employees happy and engaged in the business?

For me, the key is constant communication about what is going on; the highs and the lows, the good and the bad. The feeling that they are able to openly communicate about what they see within the business greatly contributes to overall motivation.

[jackmcmanus21]

Being honest with them is the best motivation. Reward them for hard work, both verbally and financially

[Rob]

Continuing this theme here is a survey released about how employees are coping in this current climate. It draws some interesting conclusions and provides some useful ideas on keeping employees engaged in the business.

You can check it here (http://www.smallbusinesssuccess.biz/forum/blog.php?b=112) in my blog.

Any of the points resonant with you?

[bsfweb]

1. Recognition/Attention

When your employees accomplish something they have achieved something. Your recognition is appreciation for that achievement. I believe that most managers don't give enough recognition because they don't get enough. Therefore, it doesn't come natural to do it. If this applies to you, you need to drop this excuse like a bad habit! Become a giver! Look at the price. Recognition is free!

2. Applause

A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift.

Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.

3. One-on-One Coaching

Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know... until they know how much you care.

Whenever the emphasis is on positive feedback, I make sure to do this coaching in "public." Whenever you recognize and encourage people in "public," it acts as a natural stimulant for others who are close enough to see or hear what's taking place.

[PaulSimister]

I always find myself going back to the principles in the excellent book the "One Minute Manager (http://businesscoaching.typepad.com/the_business_coaching_blo/2007/10/the-one-minute-.html)" by Ken Blanchard and Spencer Johnson (the link takes you to my book review with a short video from Ken Blanchard.)

[arsah]

I also agree with jackmcmanus21,that being honest with them is the best motivation. Reward them for hard work, both verbally and financially

[vijaychn]

To motivate our employees we need to start with pprofiling. Now what exactly pprofiling is - profiling means knowing the background of the employee and also his future plans. Once the profiling is done always try the employee to fulfil his dreams. In ths way not only the employee will be motivated always but also he would be a helping hand for you.

After some time your team will be on auto-pilot mode and that is all that you require

[Rob]

You are right about profiling your employees. When it comes to deciding which way to motivate your employees we have to understand that every one is different - what may motivate me in terms of reward won't necessarily motivate you.

Rewards should be tailored to the individual and ideally not a 'one size fits all approach.

[ameshen]

Just by appreciating what they did great and praising them for a job well done

[aadhar]

1. Recognition/Attention. When your employees accomplish something they have achieved something. Your recognition is appreciation for that achievement. I believe that most managers don't give enough recognition because they don't get enough. Therefore, it doesn't come natural to do it. If this applies to you, you need to drop this excuse like a bad habit! Become a giver! Look at the price. Recognition is free!

2. Applause. A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift.

Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.

3. One-on-One Coaching. Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know... until they know how much you care.

Whenever the emphasis is on positive feedback, I make sure to do this coaching in "public." Whenever you recognize and encourage people in "public," it acts as a natural stimulant for others who are close enough to see or hear what's taking place.

4. Training. Is training ever finished? Can you possibly overtrain? NO and NO. For whatever reasons, too many people feel "My people have already been trained" or "I've got good people...they only need a little training." But training never ends. Schedule "tune- up" training sessions. These should be led by you or by a supervisor with help from specific employees who show a particular strength in the skills taught. I know this takes time, but these types of training sessions will continually enhance the performance of your people and the productivity of your business.

5. Career Path. Your employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people.

Set career paths within your organization. Do you promote from within? I hope you can answer yes to that. Although specific circumstances require you to look for talent outside your company you should always first consider internal personnel. If you do this you are sending a very positive message to every one that there are indeed further career opportunities within your organization.

6. Job Titles. When you talk about job titles you are tapping the self-esteem of people. How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale. Picture a social gathering that includes some of your staff. The subject of work inevitably comes up. Will your people be proud, or embarrassed, to share their title and workplace? The importance of feeling proud of who you are and what you do is monumental.

Be creative as you think of possibilities for titles. Have your staff come up with ideas giving them input into the titles. Bottom line, you are dealing with pride...and pride enhances a positive attitude...and a positive attitude is the foundation for continuing success.

7. Good Work Environment. A recent industry study shows just how inaccurate your results can be. Employers were asked to rank what they thought motivated their people
and then employees were asked to rank what really did motivate them.

Employers felt "working conditions" was a nine (or next to last) in terms of importance. What did the employees say? Number two! Working conditions are very important to the way employees feel about where they work.

Cosmetically, does your office look nice? Are there pictures on the walls, plants and fresh paint among other features that generally make people feel good about their environment? Does their work space have enough room or are they cramped in a "sardine can?" What about furniture? Is the desk the right size, chair comfortable? Is there file space and do they have the miscellaneous office supplies needed for maximum performance? Is the temperature regulated properly so they don't feel they're in the Amazon jungle one minute and the North Pole the next?

8. On-the-Spot Praise. This too is associated with recognition but the key here is timing. When there is a reason for praising someone don't put it off for any reason! Promptness equals effectiveness. Praise people when the achievement is fresh on everyone's mind.

What is effective is for us to get off our keisters and go out and tell whoever it is what a great presentation it was or applaud them for the sale...praise them promptly for what they accomplished or achieved! Don't allow time to creep in and snatch away any ounce of the positive impact that praise can have when it is delivered promptly.

[kimd1]

When you think about it, the success of any facet of your business can almost always be traced back to motivated employees. From productivity and profitability to recruiting and retention, hardworking and happy employees lead to triumph.

Unfortunately, motivating people is far from an exact science. There's no secret formula, no set calculation, no work sheet to fill out. In fact, motivation can be as individual as the employees who work for you. One employee may be motivated only by money. Another may appreciate personal recognition for a job well done. Still another may work harder if she has equity in the business.

But you can boil down employee motivation to one basic ideal -- finding out what your employees want and finding a way to give it to them or to enable them to earn it. Here we've gathered some of the best and most interesting motivational techniques used by successful entrepreneurs. We hope they'll motivate you, too.

[lalu123]

Me being an Employee, I always feel that 2 important motivating factors for an employee is:

1. How challenging the work is
2. How good the immediate manager is...


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[johnpete]

A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift..
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[Solanki]

Recognition/Attention. When your employees accomplish something they have achieved something. Your recognition is appreciation for that achievement. I believe that most managers don't give enough recognition because they don't get enough. Therefore, it doesn't come natural to do it. If this applies to you, you need to drop this excuse like a bad habit! Become a giver! Look at the price. Recognition is free!

[vanny]

Hello,

I think the best way is to Help employees learn. It’s very important for workers to keep learning new skills on the job. With people changing jobs more often than they used to and companies no longer promising long-term employment, younger workers in particular realize that continuing to learn is the way to stay employable

[johnkall]

You should have constant relation with your employee take their opinion give them a good working opportunities.the main thing is to being honest with them is the best motivation.they should be rewarded on their hard work financially

[crisp]

Treat them as experts in their own field. Their job may be relatively unimportant to you, but to them it is their whole life.

[anokhi]

the best motivation. Reward them for hard work, both verbally and financially

[nitin705]

give them time to be free and open with subordinates have a friendly environmnet motivate them and award them , let them know they are very important asset for organization

[pwsoluti]

if you really want to motivate your employees, treat them as they want to be treated.
reward peons and other bottom line staff with money and managerial staff with certificate and other bonuses. just try to judge what they are in need of.

[arsenal1]

When it comes to deciding which way to motivate your employees we have to understand that every one is different - what may motivate me in terms of reward won't necessarily motivate you.

Rewards should be tailored to the individual and ideally not a 'one size fits all approach.

[dain45yl]

I always find myself going back to the principles in the excellent book the "One Minute Manager" by Ken Blanchard and Spencer Johnson (the link takes you to my book review with a short video from Ken Blanchard.)

[sohander]

A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift..

[massesm]

Give workers task of their interest and keep listen to their ideas and suggestions.