Recommended
Recommended
More Related Content
What's hot
What's hot (15)
Similar to Motivating Employees Beyond the Paycheck
Similar to Motivating Employees Beyond the Paycheck (20)
Recently uploaded
Recently uploaded (19)
Motivating Employees Beyond the Paycheck
- 1. #MotivationMakeover Motivating Employees Beyond the PAYCHECK
- 2. #MotivationMakeover UPCOMING EVENTS 2 CalHR Conference 8.27-8.29.18 Long Beach, CA Register Here and visit Blueboard in the Exhibitor Marketplace, use promo code Expo2262 for $25 off: http://bit.ly/CalHRConference Sponsored Events Community Events Stay in touch and join our communities: • Blueboard.com/resources • Lattice.com/community Cultivating Employee Wellness 9.13.18 New York, NY Register Here and join communities from Blueboard, Culture Amp and MBL Partners: http://bit.ly/CultivateWellness HR TechXPo 8.25.18 San Francisco Register Here and visit Lattice’s booth: https://bit.ly/2bbUPHN
- 3. #MotivationMakeover TODAY’S AGENDA 1 2 3 Why motivation matters The difference between intrinsic and extrinsic motivators Strategies for increasing motivation and employee engagement 4 Live Q&A 3 5 Applying best practices to your workplace
- 4. #MotivationMakeover OUR SPEAKERS 4 Natalie Hudson Talent Development Lead at Sift Science Grant Maestas Head of Customer Success at Lattice Morgan Chaney Head of Marketing at Blueboard
- 5. #MotivationMakeover How a Motivated Workforce Drives Positive BUSINESS OUTCOMES 5
- 6. #MotivationMakeover 6 Source: Gallup, “Re-Engineering Performance Management” WITH 5 ACTIVE GENERATIONS, ONE-SIZE WON’T FIT ALL Gen Z Advancement, Feedback and Experiences Millennials Coaching and Purpose Gen X Work-life Balance and Flexibility Boomers Job Security and Retirement Planning Mature/Silent Benefits and Passing the Torch
- 7. #MotivationMakeover 7 Source: Gallup, “Re-Engineering Performance Management” MOST EMPLOYEES ARE NOT MOTIVATED AT WORK 20% are motivated towards outstanding work 21% agree performance metrics are in their control 14% receive reviews that inspire improvement
- 8. #MotivationMakeover 8 Source: Harvard Extension School Blog BUT WHAT HAPPENS IF THEY WERE? 21% increased company profitability 20% increased sales productivity 40% improved output quality Employees want to feel valued, and the best way to express that value is through investment in the individual. Peter Martel “ ”
- 9. #MotivationMakeover 9 UNDERSTANDING EXTRINSIC VS. INTRINSIC MOTIVATORS Extrinsic Money, Fame, Grades, Praise Intrinsic Goals or Personal Drivers, Sense of Purpose
- 10. #MotivationMakeover • Praise and recognition from peers, managers or leadership EXTRINSIC MOTIVATORS INTRINSIC MOTIVATORS • Employee rewards and incentives • Career growth in the form of raises, promotions, or increased responsibility/access 10 HOW THIS TRANSLATES TO THE WORKPLACE • Connection to the organization’s mission, values and culture • Autonomy and ownership • Learning and development opportunities
- 11. #MotivationMakeover 11 Purpose, Intrinsic Recognition, Extrinsic Purpose, Intrinsic Fame, Extrinsic Career Growth, Extrinsic
- 12. #MotivationMakeover How to Motivate Employees to INCREASE ENGAGEMENT 12
- 13. #MotivationMakeover 13 2.5x 59% WHY ENGAGE EMPLOYEES? Companies with highly engaged employees achieve Source: Hay Group Beyond Employee Engagement, 2016 more revenue vs. competitors with low engagement decreased turnover Source: Gallup, “Re-Engineering Performance Management”
- 14. #MotivationMakeover MANAGERS ARE THE KEY TO MOTIVATION Make managers coaches, not bosses. 14
- 15. #MotivationMakeover CONNECT WORK TO A SENSE OF PURPOSE 1. Establish clear company goals 2. Show how an employee’s work affects the company’s product 3. Know your employee’s personal goals 15
- 16. #MotivationMakeover HOW TO SET CLEAR GOALS Encourage every employee to own at least one goal Set milestones for achieving goals Link employee goals to company goals 16
- 17. #MotivationMakeover Employees whose managers involve them in goal setting are 3xmore likely to be engaged INVOLVE EMPLOYEES IN GOAL SETTING Source: Gallup, “Re-Engineering Performance Management” 17
- 18. #MotivationMakeover THE ART OF AUTONOMY Give employees the tools they need and the freedom to do what they do best. 18
- 19. #MotivationMakeover MOTIVATE WITH AUTONOMY • the ability to control the method to achieve results • a complete lack of structure AUTONOMY IS AUTONOMY IS NOT • working without your team • having an absent manager• feeling trusted and supported by your manager • making decisions on your own 19
- 20. #MotivationMakeover Effective managers establish themselves as resources, making sure to check in on employees while never seeming to check up on them. “ Source: Steven Kramer, The Progress Principle 20
- 21. #MotivationMakeover CELEBRATE WINS - GIVE PRAISE be specific celebrate wins big and small give praise across teams 21
- 22. #MotivationMakeover SHARE PRAISE PUBLICLY AND CONNECT IT TO VALUES 22
- 23. #MotivationMakeover REAL-TIME Managers are empowered to reward in real-time, to immediately link the employee’s specific action or behaviors to great work. This link encourages the employee to repeat these behaviors in the future. PERSONALIZED Recognition moments and the rewards associated with their deserving actions are personalized to the employee’s unique preferences. Rewards are modern and relevant, and offer the element of choice. SUPPORTED & AUTHENTICALLY WOVEN Reward programs are supported by and involve senior leadership, and are not just a reflection of, but are additive to your company culture. Strive to create a culture fueled by recognition and appreciation. CHARACTERISTICS OF A MEANINGFUL REWARDS PROGRAM 23
- 24. #MotivationMakeover REWARD EMPLOYEES FOR AWESOME BEHAVIOR 24
- 26. #MotivationMakeover CONNECT TO MISSION + COMPANY GOALS VALUES BRANDING We have multiple visuals around our offices to keep our mission, shared goals, and values top of mind for all employees. ARTICULATE + ALIGN Every All Hands employees see how their work is connected to the larger goals and mission of the company. We also have an annual company offsite to realign and inspire. 26
- 27. #MotivationMakeover INVEST IN PROFESSIONAL DEVELOPMENT AND GROWTH Think about growth outside of raises and promotions. Consider growth factors like increased responsibility and lateral moves. GROWTH SIGNALS Reward top performers with unexpected perks like dinner with the CEO or additional learning resources. UNIQUE EXPERIENCES Provide continual learning opportunities and 1:1 internal coaching. Be proactive on learning what is important to employees. TALENT DEVELOPMENT 27
- 28. #MotivationMakeover MANAGER ROUND TABLES LEARNING TOGETHER Round tables give our managers an opportunity to learn what’s worked for others and brainstorm new ideas. ROCK STARS + SUPERSTARS We want to make sure managers understand and appreciate different growth trajectories. Employees on a steep growth trajectory will have different needs than those on a gradual growth trajectory. COACHING CONVERSATION Managers were provided with a development conversation map to help their direct reports surface their intrinsic motivators. 28
- 29. #MotivationMakeover COACHING QUESTIONS 1. What’s one experience you are most proud of in your work? 2. What challenge did you face? 3. What was the outcome? 4. What skills and behavioral qualities did you demonstrate? 5. What was enjoyable about the experience? 29 Ask your employee to describe a meaningful accomplishment. Use these questions to help surface what really motivates your employee.
- 30. #MotivationMakeover 1 2 3 Managers are key to winning in employee motivation, help them become coaches, not bosses Managers should focus on checking in, not checking up to promote employee autonomy 4 Offer growth opportunities outside of raises and promotions, like lateral moves or increased responsibility 5 Recognition and praise should be personalized, authentic, and delivered in real-time Empower and train managers to ask the right type of coaching questions to better motivate their team 30 KEY LEARNINGS
- 31. #MotivationMakeover 31 Q+A The lines are open, share your questions over Q&A or Chat!
- 32. #MotivationMakeover OUR SPEAKERS 32 Natalie Hudson Talent Development Lead at Sift Science natalie@siftscience.com Grant Maestas Head of Customer Success at Lattice grant@lattice.com Morgan Chaney Head of Marketing at Blueboard morgan@blueboard.com
- 33. #MotivationMakeover 33 LET’S STAY IN TOUCH Blueboard is the employee rewards and recognition platform for the modern workplace. We enable companies to reward top employees with memorable, personal and shareable experiences, through one scalable platform. Blueboard.com/resources Lattice is a set of people management tools that help companies align, grow and engage their employees. We’ve helped hundreds of customers around the world including Glossier, Reddit, Cruise, New York Public Radio, and more. Lattice.com/performance