It's NOT only about Money


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This slide to explain about how to motivate your self and Team

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It's NOT only about Money

  1. 1. M Kurniawan From Creative Solution
  2. 2. It’s NOT only About Money! <ul><li>It’s a fact that most people work for money </li></ul><ul><li>It cannot be denied that salary and financial compensation are important factors when choosing a job, and when choosing to stay or to leave </li></ul>It’s also a FACT that MONEY IS NOT EVERYTHING
  3. 3. What motivates an employee and what does not motivate him ? <ul><li>Basic Factors </li></ul><ul><li>Motivational Factors </li></ul>
  4. 4. BASIC fACTORS <ul><li>B asic salary and safe working </li></ul><ul><li>D o not wrongly assume that just because you pay your employees a decent salary (UMR or slightly above UMR, or market rate), you expect them to be motivated. Wrong ! </li></ul><ul><li>People are NOT MOTIVATED by basic salary ! </li></ul>
  5. 5. Motivational Factors <ul><li>If you hope for your employees to be motivated, you must give the following : </li></ul><ul><ul><li>Challenging work that allows people to expand their abilities </li></ul></ul><ul><ul><li>An environment where people can learn </li></ul></ul><ul><ul><li>An environment where people can enjoy the interaction between colleagues </li></ul></ul><ul><ul><li>Recognition for their efforts </li></ul></ul><ul><ul><li>An environment of respect and self respect </li></ul></ul>
  6. 6. Motivational Factors <ul><li>An important Motivational Factor is Recognition for their effort </li></ul><ul><li>This can be in the form of a Reward or an Award </li></ul><ul><li>H ere are some common ideas : </li></ul><ul><ul><li>Financial incentive </li></ul></ul><ul><ul><li>Prizes </li></ul></ul><ul><ul><li>A day off </li></ul></ul><ul><ul><li>A paid-for holiday trip </li></ul></ul><ul><ul><li>An opportunity to park in the boss’s parking lot </li></ul></ul><ul><ul><li>An opportunity to work from the boss’s office for 1 week </li></ul></ul><ul><ul><li>Being introduced and having lunch with the CEO, etc </li></ul></ul>
  7. 8. HOW You Give It ! <ul><li>Here are some ideas to make sure that your employee REALLY FEELS appreciated and recognized when he receives the award </li></ul><ul><ul><li>Choose an appropriate person to give the award </li></ul></ul><ul><ul><li>The Presenter must know about the reward </li></ul></ul><ul><ul><li>Invite their colleague to comment on the winner </li></ul></ul><ul><ul><li>Give the winner a chance to comment </li></ul></ul>Often, it is not the price of the prize. Often what makes it so significant, touching and memorable is the WAY in which the award is given. So give it sincerely. Your employee deserves it !
  8. 9. W hat makes people stay and want to do a good job and what will cause them to leave <ul><li>Employees stay, leave, become motivated, become de-motivated for a combination of many </li></ul><ul><li>many different reasons and different people have different reasons at different stages of their lives </li></ul><ul><li>how do you find out what motivates your employees and what makes them want to continue to stay to do their job happily ? </li></ul>ASK THEM DIRECTLY !
  9. 10. What Questions To Ask Your Employees ? <ul><li>To help you to get started, here are some simple but useful questions to ask your employees </li></ul><ul><li>W hat makes you want to continue to stay to do your job ? </li></ul><ul><li>W hat makes you want to go to the other job ? </li></ul><ul><li>What makes your job interested ? </li></ul><ul><li>Does We use your potential in your job ? </li></ul><ul><li>What can I do for help you ? </li></ul>
  10. 11. Here are some obvious benefits of asking these questions <ul><li>Just by asking these questions </li></ul><ul><ul><li>Y our employee will know that you care </li></ul></ul><ul><ul><li>C oncern with their well-being </li></ul></ul><ul><ul><li>T hey are important members of your team </li></ul></ul><ul><ul><li>T hey have an important role to play in the success of your team </li></ul></ul><ul><ul><li>G ive them as best as you can </li></ul></ul>
  11. 12. Here are some obvious benefits of asking these questions <ul><li>Your employees’ answers to these questions will give you very valuable insight about : </li></ul><ul><ul><li>What is really in their hearts and minds </li></ul></ul><ul><ul><li>What is really important to them </li></ul></ul><ul><ul><li>What really motivates them and what turns them off </li></ul></ul><ul><ul><li>Whether or not you are making maximum use of their talent and potential </li></ul></ul><ul><ul><li>How committed they are to the team </li></ul></ul><ul><ul><li>Your management style </li></ul></ul><ul><ul><li>Your people skills </li></ul></ul><ul><ul><li>Your strengths and weaknesses as a manager </li></ul></ul>
  12. 13. Here are some obvious benefits of asking these questions <ul><li>They are such simple and straight-forward questions, but how many of us actually ask our employees these questions ? Why don’t we ask them ? </li></ul><ul><ul><li>No need to ask because we assume we know the answer ? Are we paranormals ? Can we read people’s minds ? </li></ul></ul><ul><ul><li>No time to ask these questions ? </li></ul></ul><ul><ul><li>Can’t be bothered to ask because you really don’t care how they feel and think ? </li></ul></ul><ul><ul><li>Yet you want them to perform their best ? </li></ul></ul>
  13. 14. The Right Way To Ask The Questions <ul><li>The Interview </li></ul><ul><li>A “Chance” Conversation </li></ul>
  14. 15. The Interview <ul><li>I nvite your employee into your office </li></ul><ul><li>M ake sure that your timing is right </li></ul><ul><ul><li>When he is busy with his work </li></ul></ul><ul><ul><li>When has other important things to think about/do </li></ul></ul><ul><ul><li>When he is chasing a dateline </li></ul></ul><ul><ul><li>He has to settle a problem with an angry customer </li></ul></ul>Y our employee is relaxed and is in the mood to have a conversation with you
  15. 16. A “Chance” Conversation <ul><li>I nvite your employee for lunch/diner/a drink or at the canteen </li></ul><ul><li>Informal convertation </li></ul><ul><ul><li>The reality is that you may not want to ask so many questions at one go. Asking so many direct questions may sometimes “frighten” your employee. </li></ul></ul><ul><ul><li>  You may have to re-phrase these questions so that they do not sound so direct </li></ul></ul><ul><ul><li>  You may want to slip these questions subtly in between your conversation so that they do not realize you are asking these questions </li></ul></ul>
  16. 17. A “Chance” Conversation <ul><li>  If you and your employees are not used to talk at this “intimate” level, such questions may cause some easiness. They may be thinking : </li></ul><ul><ul><li>Why are you suddenly asking such questions ? </li></ul></ul><ul><ul><li>Have they done something wrong ? </li></ul></ul><ul><ul><li>Are you planning to transfer them away ? </li></ul></ul><ul><ul><li>Are you asking these questions to decide the size of their bonus ? </li></ul></ul><ul><ul><li>Are you asking them these questions to decide whether they are qualified for the next promotion ? </li></ul></ul><ul><ul><li>Are you trying to dig some information from them about their other colleagues ? </li></ul></ul>
  17. 18. Take a home massages <ul><li>Whatever the considerations, if you want to know how to motivate your employee, what keeps him motivated, the reasons why he is staying on the job, what factors will cause him to leave, etc, one way or another you will have to ask him these questions </li></ul>
  18. 19. Take a home massages <ul><li>You do not need to ask them these weekly - once every quarter is more than enough. </li></ul><ul><li>Knowing what makes your employee tick will have a significant impact on your effectiveness as a manager and to enhance the overall performance of your tea m </li></ul>
  19. 20. Good luck and have a nice The Best Team
  20. 21. I would like to say thank you to Mr James Gwee for his inspiration to create this presentation Mr James Gwee