The document outlines 10 steps to keeping employees engaged and motivated:
1. Clearly define your vision and ensure employees understand goals and direction.
2. Get feedback from employees on their needs and provide necessary tools and support.
3. Communicate goals and changes well through various channels, and ensure employees understand objectives to reduce uncertainty.
The full document provides further details on each step such as providing praise, treating employees fairly, making work fun, giving attention to high-potential employees, and implementing incentive programs. The overall message is that engaging and appreciating employees through various strategies can significantly improve performance, engagement, and retention.
Top 10 Tips for Motivating Your EmployeesMark Wardell
When business owners try to change the behaviour of their employees, they often use money as a motivator but rarely does it work and when it does, the changes are typically short-lived because the old habits eventually return. Today’s business tip is to make sure you’ve got the right people in the right positions with the right set of goals first, then you can worry about compensation…
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
Corporate training isn’t always a cure-all for every company problem. Learn the myths and facts behind improving workplace performance with corporate training.
Top 10 Tips for Motivating Your EmployeesMark Wardell
When business owners try to change the behaviour of their employees, they often use money as a motivator but rarely does it work and when it does, the changes are typically short-lived because the old habits eventually return. Today’s business tip is to make sure you’ve got the right people in the right positions with the right set of goals first, then you can worry about compensation…
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
Corporate training isn’t always a cure-all for every company problem. Learn the myths and facts behind improving workplace performance with corporate training.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
The complete guide to increasing quality and quantity of survey responsesXoxoday
In an attention-hungry world, people ignore surveys for several reasons. But, it doesn’t have to be this way. Today, every stakeholder, be it a researcher, marketer, or a CXO understands the importance of good quality surveys and the role incentives play in boosting response rates.
Good survey design can assuage and resolve several challenges faced by surveyors across the globe.
Xoxoday has created this guide to teach you the best practices for creating surveys, walk you through the various reward systems, and show how a leading market research company automated survey incentives to achieve its business goals.
The guide is all about how surveyors can create quality surveys that respondents would like to fill. It has the following sections:
Reasons why people ignore surveys.
Best practices to conduct surveys.
How to maximize ‘Show Rate’ with rewards.
To differentiate between manual and automated systems for rewards.
How Nielsen used Xoxoday Rewards to automate survey rewards.
Reward ideas for your surveys.
Removing survey response bias.
Ask what they want out of work and Consider Each Employee’s Age and Life Stage to motivate employee moral toward work.American power and gas describe here tip to Motivate Employees at workplace.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
How to motivate your employees, keeping employees motivatedThe Pathway Group
keeping employees motivated and engaged, tips keep employees motivated,
hot to get motivated employees, keep my employees motivated, keep employees motivated happy, employees motivated, keeping your staff motivated
keep your workers motivated, motivation in the work place, how to keep motivated staff, staff need motivation, motivation techniques for work,
Company culture is an area that’s received more attention and focus over the years as businesses have seen and felt the power and difference it can make. In fact, in 2014 Merriam-Webster announced that “culture” was the word of the year, with more lookups than any other word. And in that same year, a global survey conducted by McKinsey & Co. found that spending time on culture was a key priority of C-Suite executives.
This is exactly why the world’s most successful companies understand that everything starts and ends with culture, and use culture as a competitive advantage. They clearly define it, effectively weave it into everything they formally and informally do, and consistently and effectively deliver against it across the entire organization. And if you want further proof of the importance of culture, just look at how many HR roles now have the word “culture” in the job title.
“Culture is the underlying fabric that holds an organization together. When the fabric is strong, groups can endure major challenges and thrive during better times. If the fabric is tattered, groups may manage to get by, but employees, projects and clients fall through the gaps.” Kevin Oakes - ‘Culture Renovation’
In this Guide, you’ll learn more on
What is Culture
Why is Culture Important
How to build your Culture
Maintaining your Culture “Garden”
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
The complete guide to increasing quality and quantity of survey responsesXoxoday
In an attention-hungry world, people ignore surveys for several reasons. But, it doesn’t have to be this way. Today, every stakeholder, be it a researcher, marketer, or a CXO understands the importance of good quality surveys and the role incentives play in boosting response rates.
Good survey design can assuage and resolve several challenges faced by surveyors across the globe.
Xoxoday has created this guide to teach you the best practices for creating surveys, walk you through the various reward systems, and show how a leading market research company automated survey incentives to achieve its business goals.
The guide is all about how surveyors can create quality surveys that respondents would like to fill. It has the following sections:
Reasons why people ignore surveys.
Best practices to conduct surveys.
How to maximize ‘Show Rate’ with rewards.
To differentiate between manual and automated systems for rewards.
How Nielsen used Xoxoday Rewards to automate survey rewards.
Reward ideas for your surveys.
Removing survey response bias.
Ask what they want out of work and Consider Each Employee’s Age and Life Stage to motivate employee moral toward work.American power and gas describe here tip to Motivate Employees at workplace.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
How to motivate your employees, keeping employees motivatedThe Pathway Group
keeping employees motivated and engaged, tips keep employees motivated,
hot to get motivated employees, keep my employees motivated, keep employees motivated happy, employees motivated, keeping your staff motivated
keep your workers motivated, motivation in the work place, how to keep motivated staff, staff need motivation, motivation techniques for work,
Company culture is an area that’s received more attention and focus over the years as businesses have seen and felt the power and difference it can make. In fact, in 2014 Merriam-Webster announced that “culture” was the word of the year, with more lookups than any other word. And in that same year, a global survey conducted by McKinsey & Co. found that spending time on culture was a key priority of C-Suite executives.
This is exactly why the world’s most successful companies understand that everything starts and ends with culture, and use culture as a competitive advantage. They clearly define it, effectively weave it into everything they formally and informally do, and consistently and effectively deliver against it across the entire organization. And if you want further proof of the importance of culture, just look at how many HR roles now have the word “culture” in the job title.
“Culture is the underlying fabric that holds an organization together. When the fabric is strong, groups can endure major challenges and thrive during better times. If the fabric is tattered, groups may manage to get by, but employees, projects and clients fall through the gaps.” Kevin Oakes - ‘Culture Renovation’
In this Guide, you’ll learn more on
What is Culture
Why is Culture Important
How to build your Culture
Maintaining your Culture “Garden”
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
3-5 ways managers can motivate their teams. Stick to non-financial. Apparently financial motivation isn’t actually that effective. According to Gallup, only 13% of employees worldwide are engaged at work. That statistic can be daunting to a manager trying to find ways to motivate a team – particularly when the manager is not in a position to give large pay raises.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
How Organizational Commitment Can Help Retention (+ Free Template)Kashish Trivedi
Organizational commitment is the study of why employees stay with a company. In particular, how do employees engage with an organization?
The idea of organizational commitment is measured using I/O psychology. Just between us, that’s industrial and organizational psychology.
Here are twelve new tips that will help you look like a leader by holding more effective meetings.
How do your meetings compare to this list?
Article showing 10 effective ways to cut your business costs
10 steps to keeping employees engaged and motivated
1. 10 STEPS TO KEEPING EMPLOYEES ENGAGED AND
MOTIVATED
When it comes to job satisfaction, financial rewards may be lower on the list than most people
think. Being happy with your job seems to depend more on the intangibles: feeling part of a team
and being valued and appreciated consistently outrank money when employees are polled about job
satisfaction.
Bill’s Story
Take Bill, for example: a very competent project manager at a software development company. He
was recruited a few months ago to his current company, and he is already thinking of looking
elsewhere. “I get no feedback whatsoever from my manager,” he said. With no sense of how he fits
into the company’s overall goals or how he’s performing, his motivation is down. “The hours are
much better at this company,” he concedes, “But I’m not as engaged in the work – I just don’t care
as much.”
Bill’s story is not unique, as many managers know. So here are some tips and strategies for
retaining valuable employees.
Ten Steps to Success
Many of the following recommendations may sound like common sense, but you’d be surprised
how many managers neglect to follow them. They can allow you to achieve the Holy Grail of the
work place: the ability to motivate your employees to move mountains! (And they’ll be happy with
their jobs while they do it.)
Step 1: Clearly define your vision. Make sure that your vision is provided as a roadmap for your
employees, and that they know each twist and turn.
Step 2: Give employees what they want and need. Don’t just assume that each and every one of
your employees has all the tools, training, and support from supervisors they need –check in with
them personally and find out.
Step 3: Communicate well and often. Training sessions, memos, newsletters, FAQs, and regular
meetings can all be used to present your vision to your employees. Make sure to ask questions, and
if they are confused, redesign the way the information reaches them.
Perhaps the most important part of a good manager’s job is communicating effectively. Creating a
culture of communication in which managers and employees share common goals and work
together to meet them can boost a company up and even save it from the gutter.
Goodman and Truss, in the Journal of Change Management (2004), stressed the importance of
communication, especially in difficult times or during times of change. Timing is critical in letting
employees know about upcoming changes, in order to reduce uncertainty. You also need to be very
clear about your purpose when you meet with them. Goodman and Truss recommend the following
objectives:
2. Obtain individual buy-in
Obtain commitment to the change
Minimize resistance
Reduce personal anxiety
Ensure clarity of objectives
Share information/vision
Challenge the status quo
Obtain clarity
Minimize uncertainty
Step 4: Get everyone engaged. Figure out a way to get all of your employees engaged in planning
and decision-making. That way the project becomes their baby: something they’re willing to fight
for.
To do this, whenever possible, ask for input and use their ideas. This way, they have a vested
interest in seeing the project succeed. This can not only empower and motivate employees, it can
also lead to new and more productive ways of working that normally would be overlooked during
more stable times.
Step 5: Coach for success, and practice random acts of kindness. Feedback is another great
motivator. Don’t wait for the periodic reviews; instead, offer feedback as often as possible. Positive
feedback should be given right away, to encourage more of the same performance. Negative
feedback should also be given a.s.a.p., so that workers have the opportunity to self-correct. If you
can, schedule weekly meetings with individual employees, to provide an opportunity to discuss
ongoing projects and issues. These meetings don’t have to take a lot of time, and they can build
strong working relationships.
And don’t forget to say “Thank you!” for a job well done. It’s a powerful motivator, and should be
done often–in person if possible. Publicly acknowledging your employees’ contributions is even
better. In a survey by McKinsey Quarterly in 2009, praise from immediate supervisors and attention
from company leaders were found to be just as important or more important than financial rewards.
Step 6: Act fairly, respect, and create trust (don’t be a jerk). Use your judgment, wisdom, and
experience to create a supportive environment. When problems arise, examine the circumstances,
understand the context, and only then pass judgment. Respect and trust your team and you will get
the same in return. If you make a mistake, apologize and admit you were wrong. This will allow
your employees to relate to you better, and they will appreciate your honesty.
Step 7: Trust and verify, but also try to make work fun. Good bosses pay attention to the big
picture and the details, and care about both the product and the employees. A good way to show that
is be involved in the creation process, and to pay attention to what is going on. And remember to
do this with a smile on your face. Lighten up! Making work fun really pays off, since people often
get a lot more done when they enjoy themselves.
Step 8: Give special attention to high-potential employees. “Even in a tough economy, high-
potential employees have other opportunities,” according to Douglas Klein, president of Sirota
Survey Intelligence. A study they conducted showed that during an economic crisis, employees
who are anxious about their future can negatively affect a company. The reason is simple and
obvious: they are less engaged in their jobs, and they may be making plans to leave.
3. To keep them engaged, consider putting more resources into career development and training. Or
perhaps you can give them new projects that will help the company adapt to the changing market,
grow, and develop.
Step 9: Be creative to avoid downsizing. “An employer that treats its employees as true partners
makes every effort to avoid layoffs,” according to Klein. The key is for employees to trust that
management is doing everything possible to retain them. Voluntary steps to reduce costs, which
Klein calls “rings of defense” can be employed to avert disaster.
This step may look like a shot in the dark, but you’d be surprised how reasonable people can be
about pay cuts and/or working overtime, as part of a crisis strategy, built with their own accord as a
safety net during challenging times. The magic of this approach relies on those few words: built
with their own accord.
(Sirota Survey Intelligence survey summarized in “The Enthusiastic Employee: How Companies
Profit by Giving Workers What They Want”,)
Step 10: Implement incentive programs.
No matter of what kind of business you are in, you should look into incentive programs. They have
been shown to be highly beneficial in motivating employees, and a major benefit is that the cost can
be based on actual performance and paid out only after an employee has reached the desired goal.
“Do good and you’ll get rewarded” makes a positive impact on the company as a whole, with
employees working harder to meet the target.
The following results were found in a study by the International Society of Performance
Improvement, on the benefits of incentive programs:
They can improve performance significantly. The study found that performance could be increased
by 22 percent in individuals, and 44% in teams.
They can improve employee engagement. Performances improved by 15% when rewards were
4. offered, and if employees were rewarded again to continue performing well, the improvement
reached 27%.
They can attract high potential employees. And these high quality employees are also more likely to
stay when incentive programs are in place.
(Incentives, Motivation and Workplace Performance: Research & Best Practices, the International
Society of Performance Improvement
Job Retention Strategies
Job retention is a big problem for many companies, big and small. The Incentive Research
Foundation (formerly known as the SITE Foundation), conducted a study on worker turnover in
2009, and another in the following year.
This study found some important results:
When work is held in high value by the employees, turnover is not a big issue. Recognition, praise,
and special incentives are tools that can raise the value of work to employees.
Whenever a company supports its employees, turnover rates drop significantly.
If employees feel better about their jobs, they are less likely to leave. Even more importantly: they
will try to be better at what they do.
By raising motivation levels, worker turnover can be reduced up to 53 percent.
(Steven J. Condly, Ph.D. and Robin DiPietro, Ph.D. “Motivation in the Hospitality Industry”)
The results speak for themselves. Companies need to be pro-active to develop and retain the right
people! Investing in your staff translates into big benefits for your company, including financial
gains that will only grow over time.