2. Improving Employee Motivation
Why Focus on Employee Motivation?
1. Employee productivity (Unmotivated, overworked employees = high stress)
2. Employee morale and retention
3. Responsibility of our leaders (Leadership Principle: Inspiration)
4. Safety
It is the responsibility of our leaders to promote an
environment of sustainable motivation.
3. Improving Employee Motivation
What has worked in the past?
• Rewards and incentives (Lottery tickets, gift cards)
• Showing appreciation
• Open communication
Research & Analysis
• Methodology: Employee Surveys - Stop, Start, Continue
• Results have driven our focus to “Key Motivators”
1. Communication
2. Teamwork
3. Recognition
4. Improving Employee Motivation
Motivator 1: Communication
Articulate clear messages
Execution:
1. Leaders provide timely and accurate feedback
2. Leaders facilitate two-way communication
a. Teach vs. Tell
b. Articulate goals - Exhibit an understanding of what is
possible and realistic
c. Inspire an environment of transparency
5. Improving Employee Motivation
Motivator 1: Communication
Show employees you care
Execution:
1. Leaders show employees patience
2. Leaders express genuine confidence
3. Leaders are sincere in their efforts
4. Leaders ensure they are accessible and approachable
6. Improving Employee Motivation
Motivator 1: Communication
Leaders’ self awareness
Execution:
1. Leaders increase self awareness of own communication styles
a. Personal Reflection
b. DiSC Assessments, CSUSA preferred learning style tool, and
Leadership Evaluations
7. Improving Employee Motivation
Motivator 2: Teamwork
Get to know your employees
Execution:
1. Leaders work to understand their teams better by making the
effort to get to know their employees and learn their
individual motivations (ex. Praise in public, discipline in private)
a. Utilize DiSC assessments (Technicians, Foremen,
Apprentices) and preferred learning style tool
b. Conversations with employees
8. Improving Employee Motivation
Motivator 2: Teamwork
Get employees involved
Execution:
1. Leaders facilitate involvement
a. Where possible, get employees’ input and recommendations
for improvement
b. Ensure employees understand their stake in the game and the
importance of teamwork
9. Improving Employee Motivation
Motivator 2: Teamwork
Get employees involved
Execution:
2. Educate and train leaders on team building practices (Training
to identify counterproductive employee attitudes, how to address
teamwork situations promptly, and other team building techniques)
10. Improving Employee Motivation
Motivator 2: Teamwork
Assess and strengthen team composition
(Ensure we have the right people in the right places at the right times)
Execution:
1. Selection Process
a. Better use of skills/knowledge tests and profile assessments
to determine best fit
b. When we hire, focus on hiring talented people. Recruit from
trade programs and tech schools; our guys want to work
with qualified coworkers
c. Pair new hires with a strong mentor or new hire buddy
11. Improving Employee Motivation
Motivator 2: Teamwork
Assess and strengthen team composition
(Ensure we have the right people in the right places at the right times)
Execution:
2. Leaders accept responsibility for their teams
a. Leaders don’t put employees in positions where they are
destined to fail
b. Leaders don’t pass “problem employees” to other leaders or
divisions
c. Leaders ensure their employees are compensated fairly
12. Improving Employee Motivation
Motivator 3: Recognition
Verbal Recognition
Execution:
1. Leaders reinforce accomplishments by thanking employees
2. Leaders ensure employees understand the significance of their
achievements
13. Improving Employee Motivation
Motivator 3: Recognition
Tangible Recognition
Execution:
1. Empower leaders with the mindset it is okay to provide
incentives in moderation
2. Leaders ensure rewards and incentives are meaningful to
employees.
15. Improving Employee Motivation
Next Steps
1. Communicate our message companywide (Start with senior leaders)
2. Senior leaders “walk the talk” and communicate (educate and coach)
to the leaders who report to them
3. Incorporate into existing supervisor and leadership training programs
4. Hold leaders accountable at evaluation time
