People perform
better when their efforts are
rewarded. There are many
non-financial
rewards.
Such as:
public
phrase
opportunity
to expand their job
responsibility
extra
days off
something
monetary (e.g. savings
bond)
Employee recognition
and treatment is just as
important as money.
Companies have
discovered relatively
inexpensive ways to reward employees.
More examples:
Fines
to late employees are distributed
to those who arrive on
time
Management/
white collar staff spend
one to two days a year
working on the
"line: or "floor"
Free
lunch in company cafeteria
(or local restaurant)
on employee's
birthday
If you have run out
of new ideas -- go to the
source -- ask your employees.
No one knows better
than the employees, as
to what will incent, reward, or
motivate them.
Change the incentive
/ motivation rewards
often or they become "old" and
lose the
original value and importance.
Employees work harder
and more effectively
in a humanized environment.
This is one that
treats employees as individuals.
Some qualities of
this type of environment
includes:
Open
communication between
employees and management
(Remember: "Actions speak louder
than words")
Opportunities
for advancement
whenever possible
Basic
courtesies are standard for all
levels and between all levels
Pleasant
and healthy work conditions
Comparable
salaries and benefits to
other companies
Healthy motivation
appeals to and captures
the interests, needs, desires and
creativity
the staff.
Managing By
Intimidation
Includes such actions
as causing an
employee to "lose face" in front of
co-workers.
Creating guilt
only undermines motivation and
eliminates staff loyalty and morale.
Fear can
definitely get some people to do
what they are suppose to do.
Does you firm reward
people for getting things
correct? Or, does it only
"punish" for being
wrong; not doing things correctly?
"Punishment" may
correct situations and
improve performance for the
short-term ---
but this effect will disintegrate
over the
long-term.
Work for the solution
to a problem -- rather
than becoming obsessed with who
caused
a problem.
If
you find you dwell on who caused
the problem, you are
working
backwards.
By
looking for a solution(s) You will be
moving forwards.
Employees
who are not conditioned to
place blame are quicker
to "jump in"
and get the solution corrected.
When
correcting a problem, look for
ways to prevent the
situation from
occurring again.
Otherwise you will
spend the bulk of your
time putting
out "fires" ...only
to have them "pop
up" again later.
When possible fix a
problem ONCE.
Some
minutes invested now may save
many, many hours over
the longer
term.
Use "carrot" vs.
"stick" to motivate.
Reasons
Jobs Do Not Get Completed
Correctly:
Spell out
assignments clearly. Employees
often get incomplete
information or
conflicting messages about what
they are to
accomplish.
When an work
assignment is given:
Give
as many details as possible.
Allow
person time to take notes - or
give notes/outline that they
can fill in
with their own notes.
Employees
are often too embarrassed
to ask questions because they
fear
they might appear
incompetent.
Create
an atmosphere that fosters
employee questions.
Give the
option to ask further
questions if problems arise.
Do not
assume that you explained
everything thoroughly.
Delegate Whenever Possible
Do not just issue an
assignment -- take a risk
and make the assigned person(s)
take full
responsibility for the
successful execution of
the assignment.
Remember:
There is
more than one way to
accomplish a task.
The
individual(s) may not go about
it the way you would.
An effective
organization is built of
employees who want to do their
assignment -- and take on more
responsibility.
