The tricky business of motivating employees

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The tricky business of motivating employees

• Nothing is really work unless you would rather be
  doing something else.
• James M. Barrie (1860 - 1937)

Robert Gusnowski Robert.gusnowski_at_live.com
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Cynical but often true
So much of what we call management consists in
making it difficult for people to work. Peter
Drucker
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The worlds greatest leadership principle
You get what you reward!
Frequent praise and recognition are critical
element of success management. On a regular
basis, let your employees know in sincere and
meaningful ways when they've done a good job.
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Celebrate Accomplishments
Put the greatest management principle at the
top of your list. A simple thank-you note or
public praise at a group meeting will increase an
employee's confidence, while a staff lunch at the
conclusion of a major project can help build team
spirit. The impact of appreciation is tremendous
Common survey results often reveal that lack of
recognition is one of the primary reasons
employees quit their jobs.
It's important that someone celebrate our
existence... People are the only mirror we have
to see ourselves in. Lois McMaster Bujold,
"Mirror Dance", 1994
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Set Clear Expectations
Conduct regular performance appraisals so
employees understand what's expected of them.
Instill confidence and enthusiasm by noting an
employee's strengths and special skills, not just
his or her perceived weaknesses. Most employees
are not mind readers. They cannot be expected to
meet goals if their manager does not create and
communicate clear goals and expectations. Every
employee should understand what is expected of
them, what the company expects of their
department, and why. This lack of clear direction
directly affects managers they will probably
fail to meet their goals if their employees lag
behind.
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Criticize Carefully
When you must criticize, do it privately and keep
the discussion performance-based, not personal.
Be consistent and evaluate all employees
according to the same set of standards. Remember
to praise in public but criticize in private.
Never criticize the person, just the action or
inaction taken. Remember these donts Don't
show favoritism. Don't jump to conclusions. Don't
lose your temper. Don't meddle in personal
affairs of employees. Remember these dos
Criticize and correct your employees in private.
Be fair and consistent in all dealings with
employees. Always deal with facts. Maintain
control of your emotions. Be available to listen
and help.
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Establish a Mentoring Program
Mentoring helps new hires become acclimated
quickly and efficiently and demonstrates your
commitment to their professional development.
Mentoring can be a very effective way of sharing
knowledge and enthusiasm between old and new
employees. Often long time employees can share
their knowledge and experiences while gaining
strength from the new employees enthusiasm. It
can be a good match pairing old ideas with new
vision.
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Staff Strategically to Prevent Burnout
Bringing in extra help during peak workloads
enables full-time employees to concentrate on
special projects, while temporary workers focus
on day-to-day matters, or vice-versa. This
staffing method prevents existing staff from
working excessive overtime and increases the
quality of work.
Contrary to popular belief, work overload isn't
the only cause of burnout. Worker frustration is
often a bigger stress than work load. Be fair
and consistent in terms of expectations and work
load. Talk and LISTEN to your employees this is
perhaps the second greatest management
principle. Remember the greatest management
principle fair and consistent rewards help
employees deal with stress and workload.
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Summary
There is no one-size-fits-all approach to
motivation. A combination of techniques that
matches the unique needs and personalities of
your employees will have the most effective
results.
A sense of humor is part of the art of
leadership, of getting along with people, of
getting things done. Dwight D. Eisenhower (1890 -
1969)
Sources http//www.accountemps.com/AT/MotivatingE
mployees http//www.colorado.edu/humres/downloads/
SGMotivatingEmployees.doc http//www.energymatch.c
om/features/artpros.asp?articleid35