employee motivation

August 24, 2010

Keeping Your Team Members Happy

A manager’s role is to build successful teams that deliver the business. We aim to seek for higher and higher performances from those we encourage, cajole and develop.  How do we keep them all happy?

We strive to create refined, capable people to inhabit our teams. The results we seek cannot be delivered by us alone, because simply we cannot do it by ourselves.

Like the soccer coach – the results come from those who cross that white line for us. All the plays the team practice during the week, are for nothing if they don’t deliver ‘when Saturday comes’ – as they say!

As managers we have to hone their skills, tactics and flair for then.

Yet what happens to our people when we’re done developing them. When they can grow no more in the circumstances that we are in a position to offer them?

Indeed is it possible that they can grow no more with us at their helm? Could that be possible?

The simple answer is – of course they can reach a peak in the team we have them in; with the support and challenge we help them with.

And sometimes, when they achieve that zenith, we have to make the more courageous decision to let them fly off and seek a new level of opportunity, to make the next leap.

Successful management is not simply about building a team that serves us well. It’s much bigger than that.

When we help create fulfilled employees, the bigger picture is where we have to be brave and let them go. We have to celebrate the success they achieve with us and – where this is what they want – prepare them for a bigger stage to explore and reach for the next level, with our support and enthusiasm.

In soccer, managers of smaller teams strive to create better and better players for the good of the team and then, whilst it may be a sad time, encourage them on to bigger teams; new arenas and bigger opportunities.

That’s where the bigger managers stand out – loving the growth they see and then accepting – no, encouraging – their people to be the most they can – even when that means moving on.

Filed under Blog, Developing Your People, Management Basics, Management Development Tips, Managing Me by Martin

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December 11, 2009

Employee Motivation – Here’s the Point

A business is really only as good as its employees. When you find good employees it is worth valuing them, investing in training them and grooming them for bigger and better things.

It takes far more money and time to keep finding new employees than it does to work on the ones you already have and improve staff retention rates.

Employee motivation comes when employees know that they are valued by their employer and they are treated with respect. Employees are more motivated when they feel like their work is being appreciated, they are treated well and that above all, they enjoy their work and like to contribute fully.

While looking after employees well is not rocket science, actively motivating their people is one that is often overlooked or not deemed particularly important by many businesses and organizations.

They could not be more wrong: high employee motivation leads to better performing businesses, because of the well-being of those employed there.

Sound pretty obvious really.

Filed under Blog, Building the Future, Developing Your People, Management Basics by Martin

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November 11, 2009

Employee Motivation – What You Need to Know

There are many different ways that you can motivate the people in your business.

It is worth trying a few different activities (some formal – others less so), to ensure that you are responding to the needs of as many of your staff as possible.

Another tactic may be to present your staff with a few different motivation ideas and get them to give you their feedback on what they think would motivate them the most. In fact, just asking them will motivate them in itself!

Sending employees to training sessions outside of the business can be very good for them, as well as benefiting your business through better trained staff. It shows your employees that you believe that they are worth investing time and effort in.

You can consider and try out different sorts of incentive schemes in your business, to encourage your staff to perform better. These incentives can be changed every couple of months to maximize engagement and maintain staff morale and hence performance.

Another great way to get employee motivated is to be as open and honest with your staff about the direction of the business and allow them to have a say and give their opinions.

You might not realize this, but they are likely to have given their workplace some thought too and will have useful ideas to share on different aspects of the business.

Being a good listener and being approachable is a very personal way to build engagement and motivation. A good flow of communication throughout your business also helps maintain efficiency and effectiveness too.

Regular staff meetings in which your staff get to communicate openly with you is essential for you to keep a gauge on staff sentiment and for them to share their ideas and feelings with you.

Above all, employee motivation is a great, fun and productive area to spend some time on, collaborating with those involved directly where possible.

Many of the ways to motivate involve little or no expense, and, where you develop this focus and skill will stand you in good stead as you grow and develop your team and business.

Filed under Blog, Building the Future, Developing Your People, Management Basics, Managing Me by Martin

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December 11, 2008

The Simplest Ever Way To Employee Motivation

We all like to be acknowledged, but for thousands, even millions of employees, such recognition never happens.

From one day to the next, there are no positive messages for their contribution – yet as their boss, you can do this – and it will pay untold benefit for your business, organisation and, of course, you and your people.

Encouraged by the recognition, Jenny Wrighton went home from work that day, full of self-belief and wonder that she had made the leap at last.

In her last job, she had always felt that she was unsuitable, in fact below par, for the place. On her very first day at this new job, it was different. On the very first day, her supervisor had recognised her in a way that no-one had done before.

At 17, she had gone into the workplace ready to conquer the world. A positive girl, she had never understood that her hard work, unstoppable enthusiasm and keen willingness might not be enough.

At the last place, where Jenny had worked for nearly two years, they had, subtly, yet consistently, knocked that out of her, through criticising, embarrassing and slighting her.

So much so, that she had changed to be cynical, sceptical and sarcastic. In the end they had to part, badly, and it had taken a few weeks for Jenny to build the courage to go for another job.

Yet on the very first day in the new place, someone had made her day, just by saying two little words – ‘Well done’.

In life, especially in our busy workplaces, there sometimes seems to be no time to say, ‘Well done’.

Yet we all know how it feels when we are on the receiving end, just as Julia did. It costs nothing, except a few moments and a bit of focus – but it makes the world of difference.

For Jenny Wrighton, tomorrow would be another good day, because the culture was naturally supportive, encouraging and enlightened. And her place of work would come to benefit over the years she would stay.

She would contribute more, become a great team player, work well when delegated to and have simple, yet constructive ideas about how to take the business forward.

Two little words, ‘Well Done’ – that’s all it takes.

Filed under Developing Your People by Martin

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November 5, 2008

Motivation – Cheap and Cheerful!

When you get right down to it, there are a few misunderstandings about how to get the best out of your people.

The ‘headline’ might be that the better you pay people, the more effective they will be. Maybe, the more amazing the benefits, the more likely they will be to ‘go the extra mile’.

Perhaps the possibilities for promotion would work to ensure that each one of your employees are pro-active’ and stun you with their activity.

None of this is true.

Research over a number of years with public service workers in the UK, found that those who merely felt unfairly treated were more likely to suffer serious physical and mental health problems.

The reality is that where your people feel that you and/or your organization just don’t care, they will never be as supportive of the business goals as they might be.

And all it needs is the simple things.

By saying thanks for a job well done, saying good morning at the start of work and, well, just doing a few things that show you care, you will truly have employees who will stick with you through thick and thin.

You know, it’s just about being a reasonable human being and behaving with your people as if they are like your friends.

It costs absolutely nothing, so that really should not be too much to ask for, now should it?

Filed under Developing Your People, Management Basics by Martin

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