L&l motivate yourself and others
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This slide was used in a Lunch and Learn session at KMS Technology
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Similaire à L&l motivate yourself and others
Similaire à L&l motivate yourself and others (20)
L&l motivate yourself and others
- 1. Motivate Yourself vs Motivate Others Lunch & Learn by Hung Quoc Nguyen
- 2. PURPOSES • Clearly understand what makes people highly engaged with the company • Understand laws of motivations so that we can do motivation job better, even for ourselves • Find out what can be applied in daily works
- 3. AGENDA Hygiene Factors vs Motivation Factors The Law of Motivation Motivation Tips
- 4. EMPLOYEE ENGAGEMENT Job Security Recognition & Reward Remuneration and Benefits Employee Empowerment Employe Working Condition e Personal & Professional Growth Engagem Interesting & Challenging Work Relationship with Colleague, supervisor… ent Organization’s Values & Policies Sense of Achievement
- 5. The law of motivation #1 - We have to be Motivated to Motivate If you want to motivate another person, you have to be motivated yourself.
- 6. The law of motivation #2 - Motivation Requires a Goal We must be looking forward to something and so goals and objectives must be set.
- 7. The law of motivation #3 - Motivation, Once Established, Never Lasts We must all understand what really demotivates us and then take steps to prevent it happening as frequently as possible.
- 8. The law of motivation #4 - Motivation Requires Recognition It takes a ‘big thinking’ person to give another a compliment.
- 9. The law of motivation #5 - Participation Motivates Sell your ideas. Don’t just tell them. Get your people to embrace them.
- 10. The law of motivation #5 - Seeing Ourselves Progressing Motivates Us It’s the fear of wondering what else can go wrong or can happen that causes the demotivated feeling.
- 11. The law of motivation #7 - Challenge Only Motivates If You Can Win Those who should be participating must believe that they have a chance to win
- 12. The law of motivation #8 - Everybody Has a Motivational Fuse You must understand that everybody does have a fuse and they can be sparked into life.
- 13. The law of motivation #9 - Group Belonging Motivates In some organizations group belonging is created by their department: the production department, the marketing department, the sales department and so on.
- 14. 8 Tips for Motivating Others 1. Sincerely Say “Thank You” To Your Others More Often 2. Set a Good Example 3. Focus on Employee Happiness Rather Than Employee Motivation 4. Make Sure Employees Share in the Company's Success 5. Create a Culture of Autonomy and Agency 6. Encourage Worker to Voice Complaints 7. Take on Fun Volunteer Assignments 8. Get in Touch With Your Inner Start-up
- 15. 10 Tips for getting motivated 1. Start your day with a smile 2. Find your mantra or slogan 3. Remember your peak moment 4. Do less 5. Think and say positively 6. Remember this moment is precious – and only here for today 7. Dream 8. Use daily, consistent motivation 9. Remind yourself 10.Laugh whenever possible
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- Hope – the criterion for people to be motivatedMotivation is getting somebody to do something because they want to do it
- Gamecho interesting and challenging workCho hinhanhvaocacyeu toCho moinhomchoi game tughira la: Ho se lam givoiyeu to dong vien nay danhcho minh? Cho nhanviencua minh? can co form?Choi game phai co “recognition”Cho xemphimvề motivation vàbànvềnó.Case studies thựctếCâuhỏi phải link vềchủđềcủamình.Nhucầucủacácbạnlàgì?BàibáoPhỏngvấnthựctếđểtìmtìnhhuốngthựcXemtìnhhuống - Khơigợi/ chia sẻ - Cảmnhận
- Ápdụng 1/ mộtsố trongcácyếutố nàyGame khoaitây – challenging workTạisaolạichọnnhữngnhântốMotivation FactorsRecognition: It is the prime responsibility of an organization to recognize the efforts made by employees. Along with its HR department and a reputed management firm, it should establish a well-defined reward and recognition program. Employee Empowerment: Employees should be given an autonomy to make their work related decisions. This helps them perform the task in the best possible manner. Moreover, this gives them a platform to be creative and perform an assigned task in a unique manner. recommended book: If you want things done right, you don’t have to do it yourselfCareer Progression: The talent is attracted to work with only those organizations that can help them build up a career. Organizations must have clear and well defined policies regarding the career progression of its employees. Personal and Professional Growth: This is something that motivates employees to work harder and perform their best. If they see their personal and professional growth with the organization, they will stay and develop a feeling of belongingness towards the organization. Interesting and Challenging Work: Different tasks must be assigned to employees at different times. Managers should try to assign them interesting and challenging tasks that motivates them to do something different from their routine job and feel a sense of achievement. Sense of Achievement: Last, but not the least, the sense of achievement gives psychological fulfillment to any individual at the end of the day. Organizations can help their employees achieving this feeling by recognizing and rewarding their efforts. Hygiene FactorsRemuneration and Benefits: The wages and additional benefits are the first requirement to attract a pool of talent and actively engage them in their jobs. Job Security: Individuals want to associate themselves with only those organizations where they can have job security. Highly productive and most reputed private firms are far more popular than government sector companies just because they offer good compensation, job security and excellent working conditions. Relationships with Peers, Subordinates and Seniors: It is the basic need of an individual to belong and to be belonged. Cordial relationship with other employees at the workplace creates a positive work environment. Employees do not hesitate in offering or seeking help from others to execute an assigned task in the best possible manner. HR Policies and Procedures: HR policies and procedures of a company reveal a lot about its working. Companies with well defined HR policies attract a bigger pool of talent as well as is successful in keeping their employees actively engaged.
- It is impossible to motivate another person if you yourself are not motivated.What sort of manager do you want to be managed by? The manager who arrives at work before anybody else, who is enthusiastic, positive, always has a bit of good news to pass on, is loyal and leads by example? A manager who has a purpose – in other words, a MOTIVATED MANAGER?
- It is impossible for any individual, or for that matter, any team or group of people, to be motivated without a clear and specific goal.Motivation, as I have already said, is about striving towards the future and without a goal, there is no purpose.
- an individual might be motivated today, it doesn’t mean they will be motivated tomorrow.But that motivation and warm feeling does not last. It is a bit like blowing up a balloon – if you don’t tie a knot in the inlet, the air will come back out again. Motivation should and must be an ongoing process. It is not a once a year booster.appraisal, if it is conducted correctly, is motivational – where one discusses strengths and weaknesses and draws up plans of action and self-improvement for the future. apart from the essential requirement of correcting unproductive performance or behaviour, it makes sense to have a more regular, perhaps quarterly, schedule of mini-appraisals as well.A person can be motivated at their workplace and be demotivated in their home environment and vice versa.
- Recognition comes in so many different forms: from the Peerage to the ‘thank you’ letter; from the way you introduce somebody to the admiring of a vase of flowers at home.Genuine compliments are a form of recognition and it takes a ‘big thinking’ person to give another a compliment.In business, companies give recognition at conferences where they thank members of staff for performance, achievement and loyalty, etc. It is a golden rule that when giving recognition, nobody should be forgotten.
- People are often more motivated by how they are used in a job than by how they are treated. Where people feel they are part of an experiment or part of a project they will show a much higher level of motivation.So by getting people involved you will create a more motivated individual or group of people.Many managers do not share their plans, goals and objectives. They do not let people experience a pioneering spirit.
- It is a human characteristic that when we see ourselves progressing in whatever form that may be, we are definitely more motivated. Whether in our private or business life, our hobbies, sports and interests, when we see ourselves moving forward, we just want to go further.This law has to be used, worked on, managed and planned in order to maintain a high level of motivation.
- A challenge will only motivate a person if they think they have a chance of success.Contests, competitions and challenges are extremely effective and most certainly do inspire people to greater activity.More and more managers are finding that work in itself can be a motivator. Not just work as a drudgery but other aspects of work such as responsibility, challenge and a feeling of doing something worthwhile.One can make a person’s work more challenging by giving them the biggest job he or she can handle - and with the responsibility must, of course, come the credit of achievement.
- This law says that everybody can be motivated. They may have the fuse but we don’t know at what point it will ignite. Sometimes it is just not cost effective to continue trying to spark a person into activity or greater performance.Isn’t it extraordinary how jobs don’t care about people? It is what people care about the job that makes the difference.
- This law emphasizes the importance for people to have a feeling of belonging. The smaller the unit to which they belong the greater the loyalty, motivation and effort.And where one has created this feeling of group belonging the good motivational manager will create extra curricular activities that draw their people together. These might include a summer barbecue, a trip to the theatre, regular team feeling of belonging to a team.