The document provides 23 tips for motivating employees. Some of the key tips include:
1) Motivate yourself first by being enthusiastic so you can inspire your team.
2) Recognize employee achievements through thanks, awards, or mentions to boost motivation.
3) Be an active listener to understand employee needs, ideas, and problems and show them respect.
4) Help employees achieve targets by setting realistic goals and providing support.
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
10 Challenges That Every First-Time Manager Will FaceOfficevibe
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
10 Challenges That Every First-Time Manager Will FaceOfficevibe
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
Do we delegate effectively? Delegation is vital for leadership, team empowerment and motivation. This presentation is about basic tips that we sometimes forget.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Contains information about a career development and explains the steps in the career development process. The employees' and employers' roles in career development process are discussed.
This powerpoint gives advice on how to motivate your employees/keep you staff.
For business advice visit: www.pathwaytogrow.co.uk/blog
For business, management, coaching and leadership training visit: www.thecoachingcollege.co.uk
To speak to someone directly:
Call: 0121 707 0550
E-mail: info@pathwaygroup.co.uk
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
Do we delegate effectively? Delegation is vital for leadership, team empowerment and motivation. This presentation is about basic tips that we sometimes forget.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Contains information about a career development and explains the steps in the career development process. The employees' and employers' roles in career development process are discussed.
This powerpoint gives advice on how to motivate your employees/keep you staff.
For business advice visit: www.pathwaytogrow.co.uk/blog
For business, management, coaching and leadership training visit: www.thecoachingcollege.co.uk
To speak to someone directly:
Call: 0121 707 0550
E-mail: info@pathwaygroup.co.uk
Hello readers, hope this posting finds you well.
This presentation is the last project in my campus for Management subjects. This slides will explaining about Motivating Employee. Hopefully, this slides can be beneficial for my readers :)
Regards,
AmythaFP
Exclusive sneak peek for the attendees of Digital Pharma East 2016.
Every year, GSW and inVentiv Health convene trendspotters from across North America and Europe to identify the big shifts that are changing digital expectations. Their popular annual trends report is consistently read by tens of thousands of people throughout our industry.
This October, attendees at Digital Pharma East got the first peek at next year's predictions and learned how they can help brands more effectively connect with healthcare professionals and consumers.
So, what should you expect? Here's a hint: 2016 is the year that we'll start living in the digital moment, embracing our own custom algorithms, and maybe even bringing a robot home. Our smartphones will become more delightful and even the easiest interfaces will start to disappear entirely. Oh, and Frogger? We think he's coming back.
Highlights from the Cannes Lions Health creative shortlist and conference talks. Best case studies, stories and examples from pharmaceutical and healthcare marketing in 2016.
Keeping your employees motivated is the key to accomplish the work goals. Motivation is highly personal and universal and is replicated by the work environment and the organizational culture that fosters employee satisfaction and engagement. Today, motivation is not confined to just deliver a speech or give a reward, it is more important to keep the staff excited about what they do in order to boost their productivity. If you are looking for innovative ways to keep your team motivated to deliver great service, then watch out the following slides.
At the workplace, we spend most of our time from nine to five. Now, we need to learn ways to make our time more productive. In an organization, the employers, or we can say that leaders are required to think creatively and passionately about the company. They happen to make decisions in the majority of organizations.
How To Build An Assertive Team by Prakash RanaPrakash Rana
How To Build An Assertive Team
Everyone, from management to the workforce, agrees that a strong and united culture is key to the success of the business. It is the mindset and beliefs that guide workplace behavior and decision-making in the company.
Whatever culture the leader wishes to cultivate has to become part of everyday business. It should be evident in every aspect of the business and every decision, no matter the department. As a leader, you make those working with you stronger when you use your power to make them more confident.
How to motivate effective teams and encourage bondingAtul Maheshwari
A well-functioning, motivated and happy team is central to the success of a business and quality of work done. Employees that work well together can communicate and contribute to a collective goal. To meet company goals, you need to think beyond yourself and keep employees and customers happy by finding out more about what makes them tick and helping them achieve it.
Creating a positive company culture begins with fostering happy employees. People need to have a sense of purpose at work. Engaged employees are more efficient and enthusiastic and help the organization to succeed. See this slideshow to learn how to promote positive company culture.
People empowerment is a passion of mine. I believe that every individual has unique talents, abilities, and ideas that can positively impact their lives and the world around them. By empowering people, we can unlock their full potential and help them achieve their goals and dreams.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
1. How you can motivate your
employees-
By Debojite Chandra Bhowmick
2. How can you motivate your employees-
If you like to motivate your people you have to be motivated first. Secondly, you
have to know your people; have to know their actual needs and expectations. But
it is not an easy task because people usually don’t like to express their actual
needs. They express it in different ways and most of the time it is misinterpreted
to their managers. Good leaders invest their time, effort and observation to
discover actual needs of their team members. Since different people expect
differently so they are motivated by different motivational factors. So, you can’t
motivate all of your team members by a single motivational factor. You can
motivate some people by giving monetary benefits but not all people. If someone
expect recognition or respect but you try to motivate him by giving money, it will
not work there. So, identification of actual needs of your team members and
developing customized strategies to meet their needs is the key to employee
motivation.
3. Motivate yourself first
If you like to motivate your people you have to be motivated first.
Your vibrant presence in the office will spark your team members.
Your speech, actions, movement will energies them. If you are de-
motivated, frustrated or demoralized you can’t be the source of
great inspiration, you can’t influence others to be motivated. So
be enthusiastic in your role in the office.
4. Don’t forget to give due recognition
Giving recognition of their achievement is the best way to motivate
employees. You can get many jobs done by recognizing them what can’t
be done by giving money. Although it is very effective tool to motivate
employees but most of the time managers fail to capitalize it. You can
recognize their achievement by giving sincere thanks, writing an
appreciation letter, giving them appreciation in public, rewarding best
employee award, best achiever award, best service quality award etc or
by mentioning their name in the company’s newsletter. Recognize every
achievement no matter how small it is. It improves motivation level and
inspires your team members to repeat their actions or behavior again.
5. Be an active listener
Listening attentively means you are respectful to your employees
and you are open to accept their suggestions. Most of the
employees feel that they have wonderful ideas but unfortunately
they can’t share their ideas and suggestions with their managers.
Managers believe they know better than their employees, so they
don’t listen to them carefully. Employees get frustrated and
become de-motivated. Besides employees face different type of
difficulties while doing their job that they want to share with their
managers. If you listen attentively you may get creative ideas
from your team members and you also can solve most of their
problems.
6. Help them to achieve their target
When we achieve something it gives us a sense of satisfaction.
When employees successfully complete their assignment their moral
goes high and they feel proud of it. Achievement is a great
motivator for employees. If employees consistently fail to achieve
their target, they become demoralized and it causes unsatisfactory
outcome. So set realistic target for your team members;
train, coach and develop them as they can achieve their target
consistently. Give clear guidelines; arrange necessary logistic
support, if necessary join your hand to help your team members to
meet their deadlines.
7. Offer challenging assignment
Offer challenge to your team member for the difficult tasks. I am
sure some of your team members will spark and they will be
willing to accept your challenge. They will put their best effort to
win that challenge and they will do it. Because they like to be
recognize in that way. You cannot do all jobs by giving money but
you can get the toughest job by offering challenge. Offer due
recognition of their extraordinary achievement, it will help you to
motivate your whole team.
8. Communicate effectively
Communication is the key to become successful in every position.
Confusing and unclear information causes de-motivation in the
team. They don’t understand what to do. Communicate clearly
what you expect from your team members and explain them the
rationality behind your expectation. Communicate company’s
vision and mission statement clearly to your team members. This
will motivate them because everybody likes to work in an
organization that has a vibrant future.
9. Delegate Responsibility
Delegate responsibility to your team members as they can work
independently. Proper delegation of authority will decrease your
workload and will increase motivational level of your
employees. Every employee likes to work independently; they
don’t like to be controlled. If they need to seek your permission in
every step operational activities will not run smoothly. So allow
them to work independently. Frequent interference and
disruptions make employees agitated and don’t bring good result
for the organization
10. Ensure good working environment
Good working environment is one of the important components of
employee motivation. A well organized and congenital working
environment helps employee to improve their productivity. Make your
office decorated as much as possible so that employees feel comfortable
because sometimes they spend more time in the office than their home.
Picture on the wall, plants, paintings make people feel good about their
environment. If possible keep enough space, right sized
desk, comfortable chair, suitable room temperature, adequate lighting
etc in the office. Take initiative to develop a sound interpersonal
relationship and stop bad mouthing, internal conflicts and office politics
which destroy congenial working environment.
11. Align employees Goal
Every organization has a unique goal for which it operates; at the
same time every individual has his own personal goal. If you like to
get the best of your team members, you have to harmonize
employee’s goal with organizational goal, otherwise they will lose
their interest or even they may quit organization. It is the
responsibility of a good leader to present the job to his employees
in such a way that they feel they are advancing to their own goal
by serving the organization.
12. Respect your employees
You can ensure exceptional working environment, good training
facilities, offer handsome salary, everything for your team
members but if you don’t respect them, your every attempt will
end in smoke. They will not be motivated, because people like to
be treated with respect. Listen attentively, be considerate to
accept their opinions, they may have some great ideas and people
will feel motivated contributing to the organization. If they don’t
perform to their full potential, breaks organizational rules, even if
they face severe punishment treat them with respect. These will
intact high morale and motivation level of your employees.
13. Assign interesting work
Assess employees’ individual skills and interest and allow them to
work where they fit into the organization. In some cases you have
to interchange their job or territory according to their interest and
potentiality. If changing the scope of their work is not possible,
help them to see their job from different angle as they can enjoy
their job. If you assign a job they don’t like they will be bored
and it would be difficult for them to be successful. Create an
environment that allows their inherent energy to flourish.
14. Ensure job security
If you like to get the best output from your team members, ensure the
security of their job and let them feel that it is their organization. They
will be committed to serve the organization for ever and will put their
best effort for the development of the organization. You can’t expect
outstanding performance who is worried about his jobs security. It will
destroy creativity of your employees, they will looking for suitable
opportunities to leave your organization instead of concentrating their
own job. Sometimes employs are fired simply because his boss or CEO or
owner of the organization doesn’t like him. This is worst example of
employee’s job insecurity. It creates panic in the team and the whole
team become demoralized.
15. Ensure good training facilities
Provide good training facilities for your employees, because it
brings mutual benefits both for the organization and employees.
Some employee specially younger and talented employees are
more interested to sharpen their knowledge and skill. You can
offer them in-house training or send your team members outside
the organization for a good training. If it is not possible for you
than arrange training session within your team for development of
your team members. Arrange training as they can enjoy,
sometimes it becomes punishment for employees and causes de-
motivation in the team.
16. Show them Career Path
A leader is called a “Dreamer”. Let them see their future in an
optimistic way. Clearly visualize their future position in the
organization and give a clear guidelines how they can reach that
position. If your employees don’t see any opportunity for their
career development they will not stay with you. Set career path in
your organization, promote people from within. If you do that you
are sending a positive massage to everyone that there are indeed
further career opportunities within your organization.
17. Let them understand your door is open
for them
Let your employees feel that your door is always open for them to
share any idea or opinion with you. They may have some
wonderful ideas which can help to grow your business. Besides
employees face different obstacles while doing their job, if they
don’t get the opportunity to share their problems they become
frustrated and it may causes poor productivity. Employee’s access
to share their ideas and suggestions with their manager will keep
them motivated.
18. Involve your employees
Involve employees in decision making process, value their opinions
and incorporate their suggestions as much as possible , they will
feel proud being the part of decision making process. It will have a
greater impact in the execution process, as they own the
decision, they will put their highest effort to implement that
decision. If decision is taken without consulting employees they
may think that it is not their decision, so they may be reluctant to
execute that decision.
19. Celebrate achievement
Whenever your team achieves something don’t forget to celebrate
it. Celebrate your achievement with all of your team members.
Give due appreciation to every members of the team. Offer a
lunch or tea party or something interesting to them as they can
enjoy it. They will feel proud being the part of your team.
20. Make occasional fun in the office
Being a boss doesn’t mean you can’t laugh or make fun in the
office. Keep yourself natural; you don’t need to be a robot.
Making fun in the office will help you to reduce working pressure
and will rejuvenate your team members. Being serious in working
place is good but being too serious may drainage your energy and
may cause poor productivity. Create an environment where they
can express themselves and enjoy their work. Otherwise office will
be boring to your team members resulting poor morale and
unsatisfactory outcome.
21. Offer a Handsome Compensation
It is true not all employees are motivated by money but if you pay
below industry average, I am sure, all of your employees will be
de-motivated; at least for fulfilling their basic needs. Employee’s
compensation can come in the form of regular raises in their
salary, performance bonuses, commissions, profit sharing or any
numbers of extra benefits like offering vehicle facility, mobile
allowances, leave encasement or may be form of different
allowances. If you are not in the position to increase direct
monetary benefit of your employees, help them to earn their
performance bonuses which will mutually benefit both employees
and organization.
22. Take feedback
When plan is put into actions offer regular feedback of their
progress, actually where they are standing. If they do well give
them due appreciation. If it is not done, find out the reasons, help
them to make contingency plan and if necessary offer your
assistance to complete the job. If you don’t follow up the given
assignments they may be reluctant to complete their jobs resulting
disappointing performance and at the end of the day they will be
demotivated.