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Motivating and rewarding employees

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Motivating and rewarding employees

  1. 1. JOBTALKSJOBTALKS Motivating and Rewarding Employees Indiana University Kelley School of Business C. Randall Powell, Ph.D
  2. 2. Motivating andMotivating and RewardingRewarding EmployeesEmployees Discussion SessionDiscussion Session
  3. 3. Topics CoveredTopics Covered Hallmarks of a Motivated Workplace Motivation Myths Motivation Tips Keeping Yourself Motivated What Motivates Employees Motivational Toolbox Things That Don’t Motivate
  4. 4. Hallmarks of a MotivatedHallmarks of a Motivated WorkplaceWorkplace  Commitment to results andCommitment to results and responsibility for actionsresponsibility for actions  Open communicationOpen communication  Low employee turnoverLow employee turnover  Creativity and ingenuity, especially inCreativity and ingenuity, especially in solving problemssolving problems  CollaborationCollaboration  Excellent customer service, bothExcellent customer service, both internally and externallyinternally and externally
  5. 5. Motivation Myths:Motivation Myths:  Everyone is in agreement in a motivatedEveryone is in agreement in a motivated workplaceworkplace  Motivated employees work plenty ofMotivated employees work plenty of overtimeovertime  Employees who are motivated don’t needEmployees who are motivated don’t need much input from managementmuch input from management  A formal plan for motivating employees isA formal plan for motivating employees is unnecessaryunnecessary  Money motivates bestMoney motivates best
  6. 6. Why MotivateWhy Motivate Employees?Employees?  The High cost of employeeThe High cost of employee turnoverturnover  Maintaining the competitive edgeMaintaining the competitive edge  Happy employees keep clientsHappy employees keep clients happyhappy
  7. 7. Attitudes are contagious. Is yours worth catching?
  8. 8. In a poll by Robert HalfIn a poll by Robert Half International,International, 25% of HR executives said that a25% of HR executives said that a lack of recognition is the most likelylack of recognition is the most likely reason a good employee wouldreason a good employee would leave a job.leave a job.
  9. 9. Motivation TipsMotivation Tips  Offer a positive work environmentOffer a positive work environment  Keep lines of communication openKeep lines of communication open  Provide opportunities forProvide opportunities for advancementadvancement  Have fair compensation packagesHave fair compensation packages  Recognize and Reward yourRecognize and Reward your employeesemployees  Encourage teamworkEncourage teamwork
  10. 10. To Motivate Others, You Need to be Motivated
  11. 11. Stay Upbeat and Positive  Laugh it up (Appropriate Humor)Laugh it up (Appropriate Humor)  Be cooperative and approachableBe cooperative and approachable  Practice open communicationPractice open communication  Stay calmStay calm  Be part of the solution, not the problemBe part of the solution, not the problem  Choose your friendsChoose your friends  Share good newsShare good news
  12. 12. Finding Personal Motivation  Take pride in your workTake pride in your work  Practice good time-management skillsPractice good time-management skills  Pat yourself on the backPat yourself on the back  Indulge your passion, whether at work or afterIndulge your passion, whether at work or after hourshours  Take classes to indulge your creative sideTake classes to indulge your creative side  Make time for friendsMake time for friends  Do something totally different from your workDo something totally different from your work  Relax over the weekendsRelax over the weekends  Take a vacationTake a vacation  Change your routine, get a different perspectiveChange your routine, get a different perspective  Pay attention to your healthPay attention to your health
  13. 13. Lead by Example  If you are in a position of authority,If you are in a position of authority, you’re a role model-whether you wantyou’re a role model-whether you want to be or not.to be or not.  Your actions and demeanor set theYour actions and demeanor set the stage for others.stage for others.  People will look to you as thePeople will look to you as the example of what is expected.example of what is expected.
  14. 14. Actions speak louder than Words  Come back on time from lunchCome back on time from lunch  Honor deadlines and commitmentsHonor deadlines and commitments  If something comes up and you can’t attend aIf something comes up and you can’t attend a meeting, arrange for someone else to take yourmeeting, arrange for someone else to take your placeplace  Make sure that you show up for work each dayMake sure that you show up for work each day  Offer to assist when you canOffer to assist when you can  Show you really care by remembering birthdays,Show you really care by remembering birthdays, taking employees out to lunch on occasion, andtaking employees out to lunch on occasion, and regularly thanking them for a job well doneregularly thanking them for a job well done
  15. 15. What motivates employees?  Different things motivate differentDifferent things motivate different peoplepeople  People want to use their talents, skillsPeople want to use their talents, skills and knowledgeand knowledge  People want to do somethingPeople want to do something rewarding and intrinsically valuablerewarding and intrinsically valuable
  16. 16. Your Motivation Toolbox  Balance  Benefits  Communication  Compensation  Corporate culture  Recognition and rewards  Responsibility  Teamwork  Training and promotions
  17. 17. REMEMBER! What motivates you doesn’t always motivate your staff.
  18. 18. Balance All work and no play makesAll work and no play makes Jack a grumpy employee.Jack a grumpy employee.
  19. 19. Benefits Money isn’t everything Insurance Retirement plan Incentives
  20. 20. Communication It’s not just about what YOU have to say. Employees have opinions too!
  21. 21. Corporate Culture What’s it like to work for your company?
  22. 22. Recognition and Rewards  Public Recognition  Money  Company Awards Programs
  23. 23. Responsibility Learn to Let Go and Delegate
  24. 24. Teamwork Collaborating=Success
  25. 25. Training and Promotions Training=professional growth
  26. 26. Things That Don’t Motivate  Personal Attacks  Embarrassing  Governing by Fear  Shouldering All Responsibility  Overworking Employees
  27. 27. Motivating and Rewarding EmployeesMotivating and Rewarding Employees Evaluation QuestionsEvaluation QuestionsUSE:USE: a. Stronglya. Strongly agreeagree b. Agreeb. Agree c. Disagreec. Disagree d. Stronglyd. Strongly disagreedisagree e. Don’t knowe. Don’t know 1. I found the presentation material easy to understand. 2. This Advantage session increased my knowledge of the subject presented. 3. I will be able to use some of the information from this session in the future. 4. The presenter was well prepared for this Advantage session. 5. This presentation should be repeated in future semesters.
  28. 28. If you would likeIf you would like to learn more,to learn more, CareerCareer PlanningPlanning StrategiesStrategies textbook willtextbook will supply additionalsupply additional information oninformation on this topic.this topic.

Notes de l'éditeur

  • Lecture 2, PREVIEWS
    Creating Your Resume for BPO Undergraduate Career Services
    Indiana University
    Kelley School of Business
    C. Randall Powell, Ph.D.
    November 3, 2000
    For Videos ONLY
    Welcome! This brief presentation is designed to assist you in your career planning and job placement interests. The content is based upon the book Career Planning Today by Dr. C. Randall Powell.
    It is helpful to have your “rough draft resume” in front of you as you listen so you can record relevant notes directly on your resume.
    This PowerPoint is on the BPO website under Lectures and can be reviewed later for specific follow-up.
  • Every employee is committed to the overall success of the enterprise and strives to do his or her best. In a workplace with high motivation, no secrets or hidden agendas lie under the surface. People know what’s going on. Employees aren’t blindsided with unexpected information. In turn, they don’t conceal information or mislead their managers. Motivated employees are exceptionally loyal to their employers. Employees feel motivated when they know that they can be part of a solution or when they’re encouraged to experiment with approaches they themselves develop. Lively, productive interaction among employees is another sign of motivation in action. Rather than toiling away in isolation or trying to outdo their coworkers, motivated employees enjoy working in teams and cooperating with one another. Motivated employees provide the best service they can, helping internal customers (their coworkers) as well as external ones. Even if they never interact directly with the public, employees with high motivation realize that they can impact customer satisfaction by doing their jobs well.
  • Motivation does not require a uniform point of view. Employees will feel unmotivated if they’re required to think and act the same way.
    Ten or twelve hour days are not necessarily a sigh of employees who are crazy about their jobs. Often, excessive overtime is an indicator of problems with staffing or operations. It can also be a sign of poor time-management skills.
    Input and feedback from managers is what motivates employees to do their jobs effectively and confidently. And when their stellar performance is recognized and rewarded, employees’ motivation increases even more.
    If the approach to motivation is haphazard, sporadic, or inconsistent, the results will be as well. A few employees may be motivated,but not for long.
    Although it’s true that compensation is a n important factor in motivating workers, money is not the be-all and end-all. Nonmonetary benefits and perks, as well as intangibles such as praise, motivate in ways money cannot.
  • Today’s employees are likely to be individuals who possess specialized skills, extensive industry-specific expertise, or a unique depth of experience that is impossible to duplicate. Rather than punchin in, performing their duties, and puching out, employees today are looking to make a contribution. As aresult, they are a major source of your company’s ideas and the bearers of your company’s reputation. You rely on your staff to design an build the best possible product or deliver outstanding service. The profitability and success of your business depends on having employees who are motivated to be efficient, thorough, and competent.
  • Employees should feel as if they’re trusted and valued and that they make a difference to the company.
    Even if you’re doing everything else right as a manager, if you’re not communicating effectively, you’re not doing a good job. Communication is more than just telling employees what you want them to know. It’s about fostering a two-way conversation. It’s about finding out employees’ career goals, offering information before they hear it from someone else, and encouraging risks. As a manager, you can’t afford to sit back and observe. You need to build consensus, get a pulse on your employees, and help them learn from their successes and failures.
    Have you ever been bored with a job? It’s not fun or interesting to do the same task day in and day out. Bored workers soon become unmotivated workers, who soon become employees working for someone else! Take steps to keep your staff members interested in their jobs. Don’t micromanage your team; empower them instead. Offer training programs. Provide feedback on a regular basis. Encourage in-house training, online courses, and seminars. Mentor’s can have a great impact on how a person perceives his or her job.
    Think of fair compensation as a type of preventive maintenance. Make sure that you’re paying your employees fairly, while at the same time offering other important benefits, such as insurance, and opportunities for career advancement.
    Appreciate your employees and know what motivates them as individuals and as a group. A good manager makes his or her employees feel valued and encourages strong performance.
    Teams should use words such as our and we and work together, rather than independently.
  • Motivating others requires energizing them to take action. As a leader, remember that you set the tone. Others follow your lead. Anyone can be a leader. But a GOOD leader makes positive things happen by creating a positive tone.
  • Humor not only relieves tension, it also encourages a lighthearted atmosphere.
    Be a tem player by honoring deadlines, delivering top-quality work, and providing your expertise to help others succeed. Even offer to pitch in on big projects when necessary. Your cooperative attitude will be noted by others and reciprocated. And isn’t it more fun to work in a place where people treat each other well?
    Regular communication prevents many problems from occurring in the first place. Good communication also helps solve the problems that do pop up. Instead of making statements, ask questions- you avoid making assumptions and can check that everyone is on the same page.
    When faced with a difficult situation, don’t allow emotions and pressure to affect how you communicate. Instead, give yourself a moment to take a deep breath, and think before you speak.
    Don’t just identify a problem- propose solution and encourage your employees to do the same.
    If you’re around negative associates and coworkers, they will eventually drag your morale down, too.
    If you’re having a bad day or a crisis, consider spending some time alone. That way, you won’t do or say something you’ll regret later.
    When something good happens, share the news with others and praise those who made it happen. If a new company policy helped you better balance your workload, let your supervisor know about it. When a colleague gives an outstanding presentation, say so. Recognizing achievements will make both you and those around you feel good.
  • Have you ever rushed through a project just to meet a deadline? Do work that you can be proud to present.
    Time limitations almost always play a factor in how well you can do a job. If you’re constantly overwhelmed, focusing and doing your best work is difficult. Your time management skills can make you or break you. Organize yourself and prioritize your daily tasks.
    Make a feel good folder that lists all of your accomplishments and kudos- all the stuff that makes you feel great whenever you look at it. Got an email congratulating you on a job well done? Print it and file it in your feel-good folder. When things aren’t going well- your team isn’t particularly clicking or a new obstacle has surfaced- pull out your feel-good folder and remind yourself of your past successes.
    If you’re not passionate about your work, find a hobby that you love. The key is to be connected regularly with your passion, whether at work or after hours.
    The mental stimulation of doing something you love causes you to be more positive. A positive person carries that positive energy over to others, including his or her coworkers.
    There’s nothing like getting together with a friend to make you forget about your woes. And just when you stop thinking about what has been bothering you at work, you’ll probably come up with a great solution!
    Spend a day off reading a novel alone or try something outrageous. (Think Hang gliding or sky diving)
    Don’t plan to work on the weekend unless it’s truly a desperate situation (which should be the exception, not the rule).
    Do your grocery shopping and laundry during the week so you can relax on the weekend.
    Don’t be someone who skips your vacation every year because you have too much work. You need the time away from work to rejuvenate.
    Try going to a different coffee shop or redoing your filing system. Breaking the monotony may be just what you need to start seeing things in a new light.
    Your physical condition plays a big role in your mental well-being. In fact, exercise releases endorphins that make you feel better mentally. And when you feel good, how can you not be motivated?
  • Some people want a higher salary. Others want a company car. Still others want a great insurance plan. Then you have those employees who care about less tangible things than compensation and benefits. They want to work for a company that really cares about them, and that shows it cares by offering great training opportunities, a positive corporate culture and open communication.
  • Even if some of your employees are workaholics, there will come a time when they need a break. You need to show your employees that you realize they have a life outside of work.
  • Even if the money is great, some employees won’t be satisfied- and understandably so. Your compensation package can’t compete if you leave out these important benefits.
  • Foster an open communication environment. Employees want to know that they can talk with you about what’s going on at work, and they want honest feedback from you.
  • When employees describe their organization’s environment- managers’ attitudes, hours, and the other elements that create a work life- they’re talking about the corporate culture. A company that discourages smart risks, stifles creativity, and berates employees doesn’t have a positive corporate culture.
  • Some people are really excited by public recognition and rewards. They want some recognition for their hard work, other than a paycheck, and they want someone to know that their performance is outstanding. Celebrate your above and beyond performers.
  • Employees want to be able to contribute. Empower your employees so that they feel responsible, and they’ll reward you for your trust.
  • Many people enjoy collaborating when they build something great-flying solo isn’t for everyone. Being part of a successful team doesn’t even feel like work for some of your employees. If your company is going to succeed. Team should play a big part in your work style-so promote teamwork. Teamwork occurs when a group of people share a common goal and understanding and work together to accomplish a specific project.
  • Without professional growth and training, work becomes routine and unfulfilling. Help your employees contribute more and more to your firm’s success while developing their careers.
  • Give constructive criticism. Feedback is important. But you should criticize only the behavior, not the person. If you find yourself saying, “You never do anything right,” stop in your tracks. Self-esteem is critical to motivation. When you do have to provide criticism, do so in private. It doesn’t help for others to overhear your words; it only makes the situation worse. Fear of repercussion never causes good performance- at least not for long. If you run your department in a finger-pointing way, your best employees won’t stay for long. And you’re certainly not fostering open communication and teamwork, which are key motivating elements. As a manager, you are paid to delegate and lead your team. If you’re doing all the “work” but neglecting those duties, you need to reexamine your priorities. Give others opportunities to learn. Not only are you making your life easier and leading by example, but you are also helping your employees feel valued and respected. Plan for peak work periods and take advantage of temporary staffing opportunities. Hire top performing temporary professional. Whatever you do, don’t overload your employees for long stretches of time. You’re giving them an invitation to find an employer who can provide a bit of balance.