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MOTIVATION<br />

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Motivation<br />EMPLOYEE MOTIVATION IN THE WORKPLACE<br /><ul><li>A strong team needs individuals who are dedicated to giving their best at work. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work.

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But if you are lacking employee motivation in the workplace the effects can be dramatic. Low team morale, lack of initiative, lack of energy, mistakes and high staff turnover are just some of the clues that motivation is an issue. </li></ul>One of the simplest ways to get motivated is to create a Self-Motivation Action Plan. <br /> <br />

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Motivation<br />EMPLOYEE MOTIVATION IN THE WORKPLACE…<br />By following this simple three-step processyou can create an action plan that will get you motivated again.<br />STEP 1 : Clarify the goalThe first step of your Self-Motivation Action Plan is to be clear about the end result. Identify a project that you lack motivation about. Let's use "Make some sales calls" as an example. <br />Your goals should be SMART. In other words: Specific, Measurable, Agreed, Realistic and with a Timescale. <br />STEP 2 : Identify the Obstacles The second step of your Self-Motivation Action Plan is to be clear about what is standing in your way. There are two types of obstacles - practical and emotional. Examples of practical obstacles are lack of time, resources or information. Examples of emotional obstacles are lack of confidence or fear of failure or rejection. <br />Make a list on your Self-Motivation Action Plan of all the obstacles standing in the way of you achieving your goal. <br />

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Motivation<br />EMPLOYEE MOTIVATION IN THE WORKPLACE…<br />STEP 3 : Handle Each Obstacle<br />The third step of your Self-Motivation Action Plan is the most challenging. Go through each obstacle and handle it. If the obstacle is lack of time, ask yourself "How can I create time for this? What do I need to stop doing, start doing or delegate in order to create time?" <br />If the obstacle is lack of confidence, ask yourself "What am I afraid of? What is the worst thing that could happen?" Often the worst-case scenario is not as bad as you feared. But if it is serious, how can you reduce the risk of it occurring? What resources do you have that will help you? <br />As long as there are obstacles in the way you will lack the motivation to complete your project. However, a clear Self-Motivation Action Plan will help you complete projects without adrenalin, willpower or unhealthy stress. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS<br />If no one is following, you aren't leading! <br />Motivation in the workplace is a central part of leadership. Creating a climate where people are able to do their best work is your job. And when there are tough targets to be reached, energy is starting to wane and your people start to lose focus, you may be tempted to draw on quick fixes - financial bonuses, perks, threats or unhealthy competition - to keep people working. The effectiveness of these strategies is short-lived, hard work for you and unlikely to get the sustained results you need.<br />The key to an effective workplace employee motivation strategy is to provide a range of incentives that will appeal to different personalities. While one individual may be highly money motivated another may find job satisfaction or creative opportunities are more powerful factors. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE EMPLOYEE IS ALWAYS RIGHT:<br />These employee motivation strategies involve improving levels of trust between the leadership of your company and staff. <br />1 : Find the right job for the right personWhen people enjoy and are challenged by their work they become self-motivated. <br />2 : Empower employeesTrust employees to make their own decisions and make their own mistakes.<br />3 : Co-operation vs. Competition Excessive competition destroys morale. When teams work towards a shared goal they become more motivated. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE EMPLOYEE IS ALWAYS RIGHT<br />4 : Performance vs. "Presenteeism“<br />Do long hours necessarily equal quality work? Look at whether your organization encourages a presentee culture rather than valuing performance and results. <br />5 : Involve employees in company development<br />Keep employees informed on new developments in the organization and how their work impacts the company. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE EMPLOYEE MUST FEEL SAFE:<br />These employee motivation strategies involve improving levels of trust between the leadership of your company and staff. When staff feel secure and nurtured in their work environment they perform better. How many of the following can be found in your employee motivation strategy? <br />1. The 5:1 rulePraise and recognize employees successes five times as much as you constructively criticize them.<br />2. Job securityPossibly the greatest single factor for a motivated workforce. How can you improve job security and fringe benefits? <br />3. Lead your staffEnable managers to coach their teams and create opportunities for people who are keen to learn skills and grow within the organization. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE EMPLOYEE MUST FEEL SAFE<br />4. Create a comfortable working environmentIncluding relaxing the dress code where appropriate, developing areas for socializing, creative thinking, reading and giving employees quality spaces to work in (larger desks, quiet, natural lighting etc.)<br />5. Treat employees fairlyWhen people feel they are treated fairly they remain loyal to the company and motivated by their work. Perceived inequality of treatment leads to resentment, low moral and lack of self-motivation. <br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE POWER OF ACKNOWLEDGEMENT:<br />These employee motivation strategies focus on how to praise, acknowledge and give positive feedback. It may feel uncomfortable at first, or even excessive, but positive reinforcement is a highly effective, inexpensive and empowering way to achieve employee motivation. <br />"How are you?"Ask your staff how they are and listen to the answer. Ask them how a big event went, ask after their family, find out how their weekend was. And LISTEN to their reply!<br />2. Recognize their participation as well as resultsEven a bad idea is better than no idea at all. Encourage your team to share their thoughts, potential solutions and concerns making it safe to make suggestions., accurate and well presented". FULL STOP!<br />

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Motivation<br />MOTIVATION IN THE WORKPLACE - MYTHS AND TIPS…<br />THE POWER OF ACKNOWLEDGEMENT<br />3. Stand up for your people Part of your job as a leader is to be an advocate for your team. Instead of complaining about your team members, get their help in looking for lessons and moving forward.<br />4. Praise in public, correct in privateAt first they may be embarrassed by the public recognition of their achievement…but they'll get over it and glow on the inside. Equally, never undermine in public. Save those conversations for a safe, confidential environment. <br />5. Praise is an end in itselfSome managers only praise as a prelude to criticism. Praise can stand alone. So instead of "I really liked your recent report but…" try "I really enjoyed reading your recent report. It was concise, accurate and well presented". FULL STOP!<br />

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Motivation<br />MEASURING MOTIVATION IN THE WORKPLACE<br /> - tips for measuring employee motivation.<br /> <br />What is the "primary aim" of your company?How do you want your customers/clients to feel when they have used your product or service. Safe? Hopeful? Less stressed? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities and mission.<br />2. What really motivates your staff?It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgement, competition, job security, public recognition, fear, perfectionism, results… <br />

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Motivation<br />MEASURING MOTIVATION IN THE WORKPLACE<br />3. Do employees feel empowered?<br />Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do?<br />4. Are there any recent changes in the workplace or company that might have affected motivation?If your company has imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from employees about their fears, thoughts and concerns relating to these events. Even if they are unjustified, treat them with respect and honesty. <br />

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Motivation<br />MEASURING MOTIVATION IN THE WORKPLACE<br />5. What are the patterns of motivation in your company?Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company? <br />6. Are employee goals and company goals aligned?First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities. <br />7. How do employees feel about the company?Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment.<br />

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Motivation<br />MEASURING MOTIVATION IN THE WORKPLACE<br />8. How involved are employees in company development?Do they feel heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback? <br />9. Is the company's internal image consistent with its external one?<br />Your company may present itself to the world as the "caring airline", "the forward thinking technology company" or the "family hotel chain". Your employees were not immune to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside. <br />

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Motivation<br />The 5:1 rule<br /><ul><li>One of the simplest ways to motivate and energize others is acknowledgment. And yet, it is so rare. When was the last time someone patted you on the back and acknowledged you for something you had done? For that matter, when was the last time you did the same for someone else?

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The 5:1 rule states that for every single constructive piece of criticism we receive, we need FIVE pieces of acknowledgement for our success in order to feel motivated and appreciated.</li></li></ul><li>Motivation<br />The 5:1 rule…<br />What this means in practice:<br />1. Be observant -Actively look for opportunities to praise others. <br />2. Be immediate - Praise someone AT THE TIME you notice a success (not simply as a prelude to telling them some bad news). "Say it when you see it". <br />3. Be specific - We generally go into huge detail in our criticisms. Be as detailed with your praise. <br />4. Be genuine - Find SOMETHING positive to say that you really believe. <br />

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Motivation<br />The 5:1 rule…<br />5. Be consistent - everyone deserves the same treatment. Make it part of your role as a friend/leader/parent/partner, to acknowledge those around you. <br />What if YOU'RE the one that needs more acknowledgement?Sometimes in order to get what we need from others we have to ask. Identify those people at work and outside who can effortlessly acknowledge you and tell them what you need. <br />Ideas:<br />- Perhaps you can't ask your boss directly, but maybe other people on your team can provide this kind of feedback…and you can do the same for them. - Perhaps you have friends who could say what they appreciate about you more often. <br />And don't forget, what you put out there you receive back. When you start to acknowledge others, you'll be teaching them how to do the same for you. <br />

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Motivation<br />AROUSING THE ENTHUSIASM<br />Here are 3 employee motivation techniques you can use to arouse enthusiasm:1) BE INTERESTED IN THEM. Know their personal background, where they went to school, any job experiences they had, their hobbies, their future plans… even the minor things like what movies or books they prefer. This shows that you’re willing to take the time to know more about them. People like to talk about themselves, so what you’re doing is satisfying their ego. In the process, they will get to like you. <br />

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Motivation<br />AROUSING THE ENTHUSIASM…<br />2) GIVE THEM EXCITING OPPORTUNITIES AND REWARD THEM FOR THEIR ACCOMPLISHMENTS. As much as possible, give them job assignments that they’re either good at, are interested in, or can have fun with. Give them every opportunity to prove how good they are. And once they’ve proven their worth or even exceed your expectations, acknowledge them. Praise them in public; let them and other employees know what exactly made them outstanding. This employee motivation technique will inspire others to do their best because they want to attain the same recognition! Aside from thanking them, you can give gifts or awards that they can treasure and show to others. Awards such as certificates, medals or trophies would be a better choice as these items illustrate their achievement. <br />

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Motivation<br />AROUSING THE ENTHUSIASM…<br />3) BE TRUSTWORTHY AND RESPECTABLE. If you said you’re going to do something for them, fulfill it at all cost. Nothing can ruin their trust and respect for you more than broken promises and empty words.Show them that you’re someone who will listen to their concerns, and someone who is trustworthy enough to keep private matters confidential. Be someone who they can look up to. This means you have to be a good example for them. Strictly follow the company’s rules and perform your job in the most ethical manner possible.<br />

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Motivation<br />THE ART OF MOTIVATING PEOPLE<br />An effective leader must learn to motivate and persuade people. They must learn to speak to the heart, not only to the head. At the same time, an effective leader must learn how to draw out the best in people.<br />HOW TO ESTABLISH AND ACCOMPLISH GOALS<br />To persuade is to use “sweetness” to get people to do things for you out of their own desire. However, you need to know exactly what it is that you want to accomplish before you can persuade others. You also need to determine what you are willing to give up in achieving your goal. Finally, you need to implement your plans and work hard in achieving your goal. Keep in mind the Five “C's” when trying to motivate or persuade people:<br />

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Motivation<br />THE ART OF MOTIVATING PEOPLE<br />the Five “C's” when trying to motivate or persuade people:<br />1. Consideration. What is the needed response?<br />2. Credibility. What must you do to get it?<br />3. Content. What must you say to get the needed response?<br />4. Conviction. How should you convey the message to other people?<br />5. Conclusion. What steps do you need to take?<br />

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Motivation<br />THE ART OF MOTIVATING PEOPLE…<br />B. PLACE YOURSELF IN THE OTHER PERSON'S SHOES<br />If you want to persuade people to your view, start where they are and work from that position. By putting yourself in their “shoes,” you develop a sensitivity to their needs. This allows you to better address the issues concerning them. Ask people about the things that are important to them. Also, take into account their feelings about an issue. On top of that, inquire into their needs and expectations. Remember, you can get everything that you want in life if you help people get what they want.<br />C. FOCUS ON THE PROBLEM<br />Always deal with the issues only; try to get all the unwanted emotions out of any issue. This establishes a base of trust which is crucial in any relationship. Failure to recognize and handle problems at the outset only creates credibility gap and negative feelings . Equally important, proceed bravely when advancing a point of view persuasively. Remember, effective-risk taking leadership happen when there is conviction and confidence in the persuader. <br />

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Motivation<br />THE ART OF MOTIVATING PEOPLE…<br />D. APPEAL TO A HIGHER VISION<br />Make people understand and empathize with the human values represented by your position. In doing so, you will be able to arouse the crucial emotions in people that will give birth to the kind of response you are seeking. You simply help people become what they really want to be whenever you <br />appeal to a higher vision. <br />E. BE ENTHUSIASTIC WHEN PERSUADING<br />Approaching an issue objectively is usually the best way to convince people to your view; however, when all else fails be enthusiastic in your arguments. Nevertheless, know when to stop. The number one reason why most people lose an argument is that they do not know when to quit. Incessantly hammering the person you are trying to convince will only produce resentment toward you. <br />