Got Morale? Motivation Morale + Money =
M 3  – Motivation Morale Money <ul><li>What keeps employees coming back </li></ul><ul><li>What keeps you coming back </li>...
M 3  Starts with (M)anagement  <ul><li>Do your employees ever want to yell out </li></ul><ul><li>HEY BOSS! </li></ul>
<ul><li>Don’t yell at me I’m not your child. </li></ul><ul><li>Stop barking out orders and give me direction, this isn’t t...
So Where Do We Start?
Back to the Basics <ul><li>Remember: </li></ul><ul><ul><li>Most employees have to work, but they don’t have to work for yo...
What’s Important to YOU as an Employee?  <ul><li>Job Security? </li></ul><ul><li>Growth and Development? </li></ul><ul><li...
So what makes your employees any different?
Maybe a Little Theory Will Help Balance the Scales
Adams’ Job Equity Motivation Theory I Give (Input) Relative market norms determine calibration of scales I Get (Output) I ...
Want to Keep the Scales Balanced?  You Might Consider:   <ul><li>Communicating with your employees </li></ul><ul><li>Get t...
Here’s Some Stuff You Might Want to Try! <ul><li>“ Just 10” – Find 10 minutes each week to walk around and have a casual c...
More Stuff <ul><li>MVP of the Month/Quarter – Peer chosen.  Present awards (certificates/trophies/plaques) in public forum...
And There’s More! <ul><li>Stuff at Home – Letter/Note from boss with accolades/gift cards mailed home has major impact. Co...
So What’s the Value?  <ul><li>Communication – Employees what to know what’s going on and that their role is important to t...
So Now What?  <ul><li>Give your employees the tools to succeed </li></ul><ul><li>Build a World Class organization </li></u...
<ul><li>“ Every morning in Africa, a lion wakes up, looks at the sun and knows that to survive the day he must run and cat...
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Got Morale

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A little help to combat morale problems in companies.

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  • Got Morale

    1. 1. Got Morale? Motivation Morale + Money =
    2. 2. M 3 – Motivation Morale Money <ul><li>What keeps employees coming back </li></ul><ul><li>What keeps you coming back </li></ul><ul><li>If you are frustrated does it show to your employees? How do you know? </li></ul><ul><li>If you could start all over today what would you do differently? </li></ul>
    3. 3. M 3 Starts with (M)anagement <ul><li>Do your employees ever want to yell out </li></ul><ul><li>HEY BOSS! </li></ul>
    4. 4. <ul><li>Don’t yell at me I’m not your child. </li></ul><ul><li>Stop barking out orders and give me direction, this isn’t the military. </li></ul><ul><li>A simple THANK YOU would be good every once in a while </li></ul><ul><li>You don’t value my input so I’ll stop giving it. </li></ul><ul><li>Other than a paycheck, what’s in it for me? </li></ul><ul><li>So my opinion doesn’t count? </li></ul><ul><li>Do you know what (de)motivates me? </li></ul><ul><li>What about Bob? I’m not Bob </li></ul><ul><li>So what you’re the boss. You want a medal? </li></ul><ul><li>I could get my job done if you weren’t constantly on my back. </li></ul><ul><li>If you want to know why this doesn’t work, then maybe you should ask us. </li></ul><ul><li>If you want this to work, maybe you should ask us. </li></ul><ul><li>I questioned a procedure, so that makes me a difficult person? </li></ul><ul><li>Why is it that what’s documented in my performance review a surprise? </li></ul><ul><li>It’s none of your business why I want the day off. </li></ul>
    5. 5. So Where Do We Start?
    6. 6. Back to the Basics <ul><li>Remember: </li></ul><ul><ul><li>Most employees have to work, but they don’t have to work for you! </li></ul></ul><ul><ul><li>Employees who are motivated and engaged are more productive </li></ul></ul><ul><ul><li>Productivity drives revenue </li></ul></ul><ul><ul><li>People want to feel valued and appreciated </li></ul></ul><ul><ul><li>Birthday surprises are good – Performance appraisal surprises are bad </li></ul></ul><ul><ul><li>Money is good but it’s not the sole answer to motivation and morale </li></ul></ul>
    7. 7. What’s Important to YOU as an Employee? <ul><li>Job Security? </li></ul><ul><li>Growth and Development? </li></ul><ul><li>A fair wage? </li></ul><ul><li>Open Communication from your management? </li></ul><ul><li>The feeling that it is safe to push back, and the fact that your management will actually listen to you? </li></ul><ul><li>Recognition of a job well done? </li></ul><ul><li>Working in an environment where you are valued and appreciated despite your differences? </li></ul><ul><li>Being part of a winning team? </li></ul><ul><li>Fun? </li></ul>
    8. 8. So what makes your employees any different?
    9. 9. Maybe a Little Theory Will Help Balance the Scales
    10. 10. Adams’ Job Equity Motivation Theory I Give (Input) Relative market norms determine calibration of scales I Get (Output) I give my employer: time, effort, commitment, integrity, support, energy, reliability, personal sacrifice, results etc. My employer gives me: pay, benefits, perks, security recognition, development, responsibility, praise, employment etc. When people feel that their input is not being fairly rewarded, then the input is then reduced and they become de-motivated. Fairness is based on outside norms
    11. 11. Want to Keep the Scales Balanced? You Might Consider: <ul><li>Communicating with your employees </li></ul><ul><li>Get to know your employees as individuals </li></ul><ul><li>Making sure that they understand their job and what’s expected of them </li></ul><ul><li>Coach them when they need it </li></ul><ul><li>Give clear direction and let them know immediately when they veer off </li></ul><ul><li>Say “thank you” for a job well done </li></ul><ul><li>Give feedback; both positive and constructive </li></ul><ul><li>Give them an opportunity to grow and develop </li></ul><ul><li>Respect them as adults and as professionals </li></ul><ul><li>Set realistic goals and have realistic expectations </li></ul><ul><li>Don’t throw your employees under the bus </li></ul><ul><li>Make sure the performance appraisal is not a surprise </li></ul><ul><li>Allow your team to help build a winning culture </li></ul>
    12. 12. Here’s Some Stuff You Might Want to Try! <ul><li>“ Just 10” – Find 10 minutes each week to walk around and have a casual conversation with random employees. Cost: Free </li></ul><ul><li>Skip Level Meetings – 30-45 minutes with small groups without their managers. Biweekly, monthly or whenever. Cost: Free </li></ul><ul><li>Coaching on the Fly – Proven to be as effective as formal coaching with sustainable results. Cost: Free </li></ul><ul><li>Lunch with VP/SVP – Buy lunch for top 10 (choose number) performers or random employees on a quarterly/monthly basis. Make it special and very public. Cost: $$ </li></ul>
    13. 13. More Stuff <ul><li>MVP of the Month/Quarter – Peer chosen. Present awards (certificates/trophies/plaques) in public forum. Cost: $$ </li></ul><ul><li>Ice Cream Social – Have local Ice Cream shop come on site and serve ice cream outdoors mid afternoon. Cost: $ </li></ul><ul><li>Manager Cook Off – Pot luck manager cooking competition. Cost: $ </li></ul><ul><li>Monthly Birthday/Anniversary Celebrations – Big Cake in conference room at lunch time. Cost: $ </li></ul>
    14. 14. And There’s More! <ul><li>Stuff at Home – Letter/Note from boss with accolades/gift cards mailed home has major impact. Cost: $ </li></ul><ul><li>Team Motivation – Teams come up with motivational quote or phrase of the week/month for the whole center. In a 5 minute open meeting they communicate the battle cry. Cost: Free </li></ul><ul><li>Fixed Flex Time – Ooh Scary! Maybe not. If there is a need to support customers beyond normal work hours then create a schedule or one shift where employees come in later and stay later e.g., Noon – 9 PM. Can reduce overtime and increase coverage. Cost: Free </li></ul><ul><li>Career Path Model – A simple mock up and not a contract to help people understand what it takes to get to the next level. Not necessarily distributed but shown and discussed openly and honestly. Cost: Free </li></ul>
    15. 15. So What’s the Value? <ul><li>Communication – Employees what to know what’s going on and that their role is important to the success of the business. The more communication with management the more attached they feel to the business. Open communication will drive engagement and motivation. </li></ul><ul><li>Reward and Recognition – People like to feel special; especially in front of their peers and family. Effective Reward and Recognition programs drive engagement and motivation </li></ul><ul><li>Fun – Why shouldn’t work be fun? If employees are having fun, the morale stays up an it makes it easier to get through the tough times </li></ul><ul><li>Winning – Everyone needs a win, no matter how large or small. Too many times, employees don’t understand how they impacted the win. They need to see it. When they see it, then it becomes infections and they want to do it again. </li></ul>
    16. 16. So Now What? <ul><li>Give your employees the tools to succeed </li></ul><ul><li>Build a World Class organization </li></ul><ul><li>Create an environment where people want to be </li></ul><ul><li>Involve your team in the success of the business </li></ul><ul><li>More pats on the back and fewer kicks in the butt </li></ul><ul><li>Have Fun! </li></ul>
    17. 17. <ul><li>“ Every morning in Africa, a lion wakes up, looks at the sun and knows that to survive the day he must run and catch the slowest antelope. On that same morning in Africa, the antelope wakes up, looks at the same sun and knows that to survive another day, he must outrun the fastest lion. </li></ul><ul><li>  The moral of the story is: it does not matter whether you’re a lion or an antelope. When the sun comes up, you’d better be running!” </li></ul><ul><li>  Old African Proverb </li></ul>

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