This document discusses ways to motivate employees through non-financial and financial means. It notes that motivation leads to higher morale, performance and productivity. Some effective non-financial motivators include praise from managers, attention from leaders and more responsibility. Effective financial motivators include cash bonuses and pay raises. The document recommends managers use a performance management tool to provide transparent feedback, set goals and track employee performance in order to best motivate their employees.

1. '
to
Motivate People
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2. Why Motivation Matters?
◎ higher morale
◎ performance and
◎ productivity.
30% of executives say that motivating
their employees is their toughest job

3. COST
The average employee wastes
2 hours of a workday
Disengaged workers cost the economy
$300 billion per year

4. Carrot and Stick Approach
Most managers use it to induce a desired
behaviour by blending rewards with punishment.
Problem: It only works for simple,
straightforward tasks. If a task requires
any creative thinking, this approach
doesn't work.

5. Money
89% of employers assume employees leave for
more money, but only 12% of employees actually
earn more from their next company.
Money is a motivator, but if you
pay enough, other incentives come
into play

6. What Motivates People?
Autonomy /ɔːˈtɒn.ə.mi/
the urge to direct our own lives
Mastery /ˈmɑː.stər.i/
the urge to get better
Purpose /ˈpɜː.pəs/
be a part of something meaningful

7. Survey Says...
% of workers who claim the following
factors are very effective motivators:
praise from managers 67% cash bonuses 60%
attention from leaders 63% pay raise 52%
more responsibility 62% stock options 35%

8. Guide, Step 1. More praise
☺ Use Weekdone to know employee's current
status and tasks
☺ Be specific with your feedback
☺ Use discerning or analytical tone when giving
praise
“Your timeliness always
helps me do my job better.
Thanks.”

9. Step 2. More attention
Take time for 1:1 meetings
Give people purpose by explaining the bigger
picture
Use Hierarchical Objectives and Key Results to
help people understand how company goals align
with theirs
Only 40% of employees are well informed of
their company’s goals, strategy, and tactics

10. Step 3. More responsibility
Give more demanding tasks
Give the freedom to decide for themselves
Offer opportunities for their suggestions
Study found: The harder a project is, the
prouder we feel of it

11. Step 4. Better bonuses
⋆ Make sure it stands out from regular pay
⋆ Rewarded goal has to be realistic and at the
same time challenging
⋆ Make sure the reward system is reviewed
and changed if needed
Properly structured incentive programs can increase
employee performance by as much as 44%

12. Step 5. Pay raise
Should be in correlation with the results and the
development of an employee
Discuss the amount and terms with the employee
before hand
Raise should be around 10% to make an impact

13. Step 6. Use Weekdone
Use a performance management
tool like Weekdone
Know the status of your employees
Give transparent feedback
Set company, department, team and
personal goals