According to Gallup's latest Employee Engagement Poll, 87% of the global workforce is disengaged. It's now more important than ever to inspire, motivate and engage your leadership team. To do that you'll want to use these proven employee engagement solutions. What follows is a presentation of ways managers, directors and senior executives alike can inspire, motivate and engage their employees.
10+ Tips To Improve Employee Motivation, Satisfaction & RetentionWrite Speak Sell
No-cost or low-cost tips to improve employee satisfaction and retention. The idea for this presentation came from a conversation with a friend who works for one of the largest companies and best-known brands in the world. Yet the company sucks at employee motivation. If they haven’t got it figured out, then heaven’s knows many other companies are still in the dark, too, about what kinds of things motivate employees and lead to employee satisfaction and retention. He gave an example that was almost laughable. The company held an off-site to reward their biggest producers. Yet, the budget didn’t include money for lunch, which had to come out of the pockets of the attendees. The advertised “atta-boy” program devolved into here are your numbers for next year, with the implied threat that you won’t be at next year’s pep rally or even the company if you don’t come up big. Not much of a motivator.
I’m not naïve. A salary increase or bonus are great motivators. But other things cam motivate employees, too. It all comes down to employee communication: saying what you mean and meaning what you say in clear, concise language.
According to Gallup's latest Employee Engagement Poll, 87% of the global workforce is disengaged. It's now more important than ever to inspire, motivate and engage your leadership team. To do that you'll want to use these proven employee engagement solutions. What follows is a presentation of ways managers, directors and senior executives alike can inspire, motivate and engage their employees.
10+ Tips To Improve Employee Motivation, Satisfaction & RetentionWrite Speak Sell
No-cost or low-cost tips to improve employee satisfaction and retention. The idea for this presentation came from a conversation with a friend who works for one of the largest companies and best-known brands in the world. Yet the company sucks at employee motivation. If they haven’t got it figured out, then heaven’s knows many other companies are still in the dark, too, about what kinds of things motivate employees and lead to employee satisfaction and retention. He gave an example that was almost laughable. The company held an off-site to reward their biggest producers. Yet, the budget didn’t include money for lunch, which had to come out of the pockets of the attendees. The advertised “atta-boy” program devolved into here are your numbers for next year, with the implied threat that you won’t be at next year’s pep rally or even the company if you don’t come up big. Not much of a motivator.
I’m not naïve. A salary increase or bonus are great motivators. But other things cam motivate employees, too. It all comes down to employee communication: saying what you mean and meaning what you say in clear, concise language.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
This is a useful summary of actions sales leaders can put in place to drive the motivational levels in the business:
- Analyse motivation
- Build motivation
- Getting the best from people
- Rewarding achievement
This PPT is about Motivation and how and why it is important in Work-place and among employees. It explains how motivation brings the best out of an employee and makes him/her productive.
Taking Your Coaching to the Next Level with Personality TypeDoris Füllgrabe
Coaching, goal setting, change management, realizing our potential - they all go hand in hand. Every person approaches change differently, is motivated by different goals, and has different development needs. This presentation helps coaches to a) use their own Type preferences effectively to uncover their blind spots, and b) use their client's Type preferences effectively to connect more deeply and support their transformation. Also included is an introduction to Matrix Insights, a new software that offers preference descriptions, comparative Type reports, and personalized development strategies and action items in one platform. Contact doris at building the life you want dot com for a demo and a complimentary license.
Discover How To Motivate A Poor Sales PerformerDenise Oyston
Discover How To Motivate A Poor Sales Performer. The economy in troubled times really needs sales teams to deliver. In reality it is not actually the market it is how we approach it.
This presentation gives some top tips on how sales managers can turn around under achieving sales team members.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
10 Inexpensive Ways To Boost Employee MoraleRaymond Keane
Enhancing the good will (and productivity) in your workplace is exceedingly important, but it doesn't have to be excessively expensive.
Trying to boost your company's bottom line? It's time invest in employee morale. Happy workers are 12 percent more productive, according to a study from Warwick Business School.
Conversely, unhappy employees can be detrimental to your business. Not only are they less productive and absent more often, but you will pay the price for months or years to come if they end up walking out the door. Turnover costs are estimated to be from 30 percent of annual salary for an entry level employee up to 400 percent of annual salary for a high-level employee.
*description from article by Joy Powers http://www.ragan.com/Main/Articles/10_inexpensive_ways_to_boost_employee_morale_43589.aspx
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
This is a useful summary of actions sales leaders can put in place to drive the motivational levels in the business:
- Analyse motivation
- Build motivation
- Getting the best from people
- Rewarding achievement
This PPT is about Motivation and how and why it is important in Work-place and among employees. It explains how motivation brings the best out of an employee and makes him/her productive.
Taking Your Coaching to the Next Level with Personality TypeDoris Füllgrabe
Coaching, goal setting, change management, realizing our potential - they all go hand in hand. Every person approaches change differently, is motivated by different goals, and has different development needs. This presentation helps coaches to a) use their own Type preferences effectively to uncover their blind spots, and b) use their client's Type preferences effectively to connect more deeply and support their transformation. Also included is an introduction to Matrix Insights, a new software that offers preference descriptions, comparative Type reports, and personalized development strategies and action items in one platform. Contact doris at building the life you want dot com for a demo and a complimentary license.
Discover How To Motivate A Poor Sales PerformerDenise Oyston
Discover How To Motivate A Poor Sales Performer. The economy in troubled times really needs sales teams to deliver. In reality it is not actually the market it is how we approach it.
This presentation gives some top tips on how sales managers can turn around under achieving sales team members.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
10 Inexpensive Ways To Boost Employee MoraleRaymond Keane
Enhancing the good will (and productivity) in your workplace is exceedingly important, but it doesn't have to be excessively expensive.
Trying to boost your company's bottom line? It's time invest in employee morale. Happy workers are 12 percent more productive, according to a study from Warwick Business School.
Conversely, unhappy employees can be detrimental to your business. Not only are they less productive and absent more often, but you will pay the price for months or years to come if they end up walking out the door. Turnover costs are estimated to be from 30 percent of annual salary for an entry level employee up to 400 percent of annual salary for a high-level employee.
*description from article by Joy Powers http://www.ragan.com/Main/Articles/10_inexpensive_ways_to_boost_employee_morale_43589.aspx
5 Tips to Make Incentives Meaningful and Retain EmployeesGusto
Want to learn how the best companies use corporate perks? Join BambooHR and ZenPayroll and find out how to make your employee incentives more meaningful and retain employees.
Self motivation is the ability to drive oneself to take initiative and action to pursue goals and complete tasks. It’s an inner drive to take action — to create and to achieve. It’s what pushes you to keep going on tasks, especially those you’re pursuing because you want to, not because someone told you to.
Pillar three - Winning mindset by Safaraz Ali from an originaql blog on LinkedinThe Pathway Group
Winning Mindset is Pillar 3 from the Business Growth strategy, originally blog on Linkedin is here: https://www.linkedin.com/pulse/winning-mindset-digging-little-deeper-safaraz-ali-pathway2grow-?trk=prof-post
1,304,019 views Jun 4, 2012, 901 amThe Top 9 Things Tha.docxjeremylockett77
1,304,019 views | Jun 4, 2012, 9:01 am
The Top 9 Things That Ultimately Motivate Employees to
Achieve
More From Forbes
Glenn Llopis Contributor
Leadership Strategy
I help organization build high-performance leaders, teams and cultures focused on inclusion and the power of
individuality. Leadership in the Age of Personalization.
12/10/19, 9:31 PM
Page 1 of 8
When you wake up in the morning, what is the passion that fuels you to start your day?
Are you living this in your work? If others asked you what drives you to achieve, would the
answer be obvious? The triggers that motivate people to achieve are unique for everyone.
Many would say its money; more people are starting to claim that they are driven to make
a difference. Regardless of what motivates you and drives you to reach peak performance
– it must be managed and balanced. Too much motivation in one area will weaken other
parts of your game.
Motivation has been studied for decades and leaders in the workplace have used
assessments like DISC and Myers-Briggs to determine their employee’s personality types
to better anticipate behaviors and tendencies. Additionally, motivational books are used
as tools to get employees to increase their performance and / or get them back on track.
While assessments, books and other tools can help project and inspire short and long
12/10/19, 9:31 PM
Page 2 of 8
performance, the factors that motivate employees to achieve evolve as they mature and
begin to truly understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that matter with
our employees. This allows us to better understand those we are serving, just as much as
ourselves.
As a leader, don’t just read the assessment scores, get to know those whom you are leading
and be specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to accomplish this each of
you must identify those things that motivate you both to work together.
To help you get the most from your employee relationships, here are the nine (9) things
that ultimately motivate employees to achieve. As you read this, think of how you associate
with each of them. Share your story and perspectives – and comment about it. This is a
hot topic and the more we can discuss it, we can help one another become better leaders.
1. Trustworthy Leadership
Leaders that have your back and that are looking out for your best interests – will win the
trust of their employees who in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in communicating his
performance expectations and his feedback was direct. He never treated me like a
subordinate and looked for ways to include me in senior management meetings. This
opened my eyes to what lied ahead in my career and thus motivated me to re ...
It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, productive and loyal. In essence, when they love WHO they work for, they stop shopping their resume and become more committed to their leaders.
So, how does today’s leader establish a dynamic, loyal and energized work environment? How do you determine what your employees want from you, particularly when you consider all those generational attitudinal factors? Speaker FAITH WOOD says - start by knowing your staff and determine what kind of environment they want to be a part of.
Modules of Leadership And Management Skills E-Learning Suite For Up Coming Ma...petroEDGE
This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.
Team leadership and motivationTeam leadership and mo.docxmattinsonjanel
Team leadership and motivation
Team leadership and motivation
Name:
Institution:
Course:
Instructor:
Date:
Introduction
This paper will discuss effective ways of motivating teams to realize the intended goals. I will also analyze different motivators for teams and which one is effective in making employees motivated. It will higlight situations where each is used and which is widely used in business today. Many business leaders have realized that it is difficult to achieve organizational goals without motivation and are therefore applying them.
Making team excited
As indicated by Kouzes and Posner (2007), administration is about connections and eventually about impact. Pioneers of solid authoritative groups fancying impact through relationship will learn and create great relational abilities. "Correspondence is to an association what the circulatory system is to an individual" (Hellriegel, Jackson, & Slocum, 2008). Montebello (1994), recommends four components of compelling correspondence: advertise sincere talk, test for data, listen for data, and present your data and thoughts. Correspondence, as per Roodt (2005), "is an element procedure including a nonstop two-path stream of data.” As per modern therapist Anthony Montebello (1994), "All groups have periodic correspondence breakdowns. The following are ways of motivation:
1.Talk about the profits of achievement. In the event that you need your group to be inspired, then you need to clarify the positive results of attaining the target. By consolidating this group persuading step, you are putting the control over their future recompense or different prizes into their hands. Your group ought to perceive how their prosperity would profit the organization, as well as every individual ally. In the event that you truly need to rouse them, then you need to make your objectives as cement as would be prudent so they can feel an unmistakable prize.
• for illustration, saying "We need to work harder so the organization looks better" won't persuade representatives to the extent that idiom, "On the off chance that we enhance our deals by 10%, then we'll make enough income to give out Christmas rewards in the not so distant future."
• considering Alderfer's hypothesis, which has been ended up being more viable in observational examination (Schneider and Alderfer, 1973), fulfilling the between individual regard needs won't make them less persuading for the representative and consequently the group pioneer can give immaterial remunerates whenever the individual merits it to keep them persuaded.
2.Keep your group intrigued. Manufacture a feeling of interest inside your allies' outlooks so that they are intrigued enough to need to attain the objectives you anticipate. By doing this, your allies will need to take in more. This might be attained on the off chance that you comprehend what energizes or engages your allies. Get to comprehend what mat ...
10 Simple ways to make your business more Joyful...and more productiveAmanda Gore
Joy is the new competitive advantage!
Success in business is always about feelings – the the way we feel about a product, organization or person influences how we behave and informs our decisions about how we spend, or who we conduct business with. When compared with industry competitors at the company level, organizations with more than four engaged employees for every one
actively disengaged employee saw 2.6 times more growth in earnings per share than those with less engaged workers.
Create a work environment that is fear free and joy filled - especially if you are a leader. Fear inhibits performance, creativity and blocks the ability to experience joy at work.
I have always been fascinated with what makes people tick! Why one manager / leader, seems to keep the team humming and on track, whilst another seems to demoralise and derail it. Whilst Personality and personal preferences can heavily influence motivation and organisational growth, intentional strategies and workplace culture is the key to long-term, sustainable growth in teams.
There is no "one size fits all" when motivating individuals. What I deem as a motivating influence, may not be important to you; however, we all require some level of motivation. Even highly motivated people need stimulus along the journey.
What and how to provide that stimulus, depends on having more than a working knowledge of your people. Good leaders have a genuine interest in each member of the team, and provide tailor-made motivation consistent with each ones needs and desires.
With over 35 years of investment into non profit organisations, I can assure you that the key factors used in motivating corporate employees, aren't always transferable. Members of none profit organisations often invest their skills, talents and labour for free. Their talents, treasure and time are invested into a vision or cause without specific recompense. Motivating such individuals are factors of a qualitative nature rather than quantitative.
The key factor in motivating others is to "influence behaviour". Achieving organisational goals are dependent on mobilising individuals to achieve pre-determined and strategic outcomes. The longevity of such, is dependent on the retention and inspiration (outworked via motivation) which team members show.
So what motivates you?
There is no right or wrong motivator, as we must keep in mind that the reason for providing motivation is to influence behaviour. These changes in behaviour serve a common purpose or organisational outcome. As mentioned earlier, none profit organisations provide an ethos, belief or objective which is central to its cause. Providing tangible evidence of advancement, positive change and outcomes are the lifeblood to motivating its people.
Here are some key motivators which influence behaviour.
2. PURPOSES
• Clearly understand what makes people highly engaged
with the company
• Understand laws of motivations so that we can do
motivation job better, even for ourselves
• Find out what can be applied in daily works
4. EMPLOYEE ENGAGEMENT
Job Security Recognition & Reward
Remuneration and Benefits Employee Empowerment
Employe
Working Condition e Personal & Professional Growth
Engagem Interesting & Challenging Work
Relationship with Colleague, supervisor…
ent
Organization’s Values & Policies Sense of Achievement
5. The law of motivation
#1 - We have to be Motivated to Motivate
If you want to motivate another person, you
have to be motivated yourself.
6. The law of motivation
#2 - Motivation Requires a Goal
We must be looking forward to something and
so goals and objectives must be set.
7. The law of motivation
#3 - Motivation, Once Established, Never Lasts
We must all understand what really
demotivates us and then take steps to prevent
it happening as frequently as possible.
8. The law of motivation
#4 - Motivation Requires Recognition
It takes a ‘big thinking’ person to give another
a compliment.
9. The law of motivation
#5 - Participation Motivates
Sell your ideas. Don’t just tell them. Get your
people to embrace them.
10. The law of motivation
#5 - Seeing Ourselves Progressing Motivates Us
It’s the fear of wondering what else can go
wrong or can happen that causes the
demotivated feeling.
11. The law of motivation
#7 - Challenge Only Motivates If You Can Win
Those who should be participating must
believe that they have a chance to win
12. The law of motivation
#8 - Everybody Has a Motivational Fuse
You must understand that everybody does
have a fuse and they can be sparked into life.
13. The law of motivation
#9 - Group Belonging Motivates
In some organizations group belonging is
created by their department: the production
department, the marketing department, the
sales department and so on.
14. 8 Tips for Motivating Others
1. Sincerely Say “Thank You” To Your Others More Often
2. Set a Good Example
3. Focus on Employee Happiness Rather Than Employee
Motivation
4. Make Sure Employees Share in the Company's Success
5. Create a Culture of Autonomy and Agency
6. Encourage Worker to Voice Complaints
7. Take on Fun Volunteer Assignments
8. Get in Touch With Your Inner Start-up
15. 10 Tips for getting motivated
1. Start your day with a smile
2. Find your mantra or slogan
3. Remember your peak moment
4. Do less
5. Think and say positively
6. Remember this moment is precious – and only here for today
7. Dream
8. Use daily, consistent motivation
9. Remind yourself
10.Laugh whenever possible
Editor's Notes
Hope – the criterion for people to be motivatedMotivation is getting somebody to do something because they want to do it
Gamecho interesting and challenging workCho hinhanhvaocacyeu toCho moinhomchoi game tughira la: Ho se lam givoiyeu to dong vien nay danhcho minh? Cho nhanviencua minh? can co form?Choi game phai co “recognition”Cho xemphimvề motivation vàbànvềnó.Case studies thựctếCâuhỏi phải link vềchủđềcủamình.Nhucầucủacácbạnlàgì?BàibáoPhỏngvấnthựctếđểtìmtìnhhuốngthựcXemtìnhhuống - Khơigợi/ chia sẻ - Cảmnhận
Ápdụng 1/ mộtsố trongcácyếutố nàyGame khoaitây – challenging workTạisaolạichọnnhữngnhântốMotivation FactorsRecognition: It is the prime responsibility of an organization to recognize the efforts made by employees. Along with its HR department and a reputed management firm, it should establish a well-defined reward and recognition program. Employee Empowerment: Employees should be given an autonomy to make their work related decisions. This helps them perform the task in the best possible manner. Moreover, this gives them a platform to be creative and perform an assigned task in a unique manner. recommended book: If you want things done right, you don’t have to do it yourselfCareer Progression: The talent is attracted to work with only those organizations that can help them build up a career. Organizations must have clear and well defined policies regarding the career progression of its employees. Personal and Professional Growth: This is something that motivates employees to work harder and perform their best. If they see their personal and professional growth with the organization, they will stay and develop a feeling of belongingness towards the organization. Interesting and Challenging Work: Different tasks must be assigned to employees at different times. Managers should try to assign them interesting and challenging tasks that motivates them to do something different from their routine job and feel a sense of achievement. Sense of Achievement: Last, but not the least, the sense of achievement gives psychological fulfillment to any individual at the end of the day. Organizations can help their employees achieving this feeling by recognizing and rewarding their efforts. Hygiene FactorsRemuneration and Benefits: The wages and additional benefits are the first requirement to attract a pool of talent and actively engage them in their jobs. Job Security: Individuals want to associate themselves with only those organizations where they can have job security. Highly productive and most reputed private firms are far more popular than government sector companies just because they offer good compensation, job security and excellent working conditions. Relationships with Peers, Subordinates and Seniors: It is the basic need of an individual to belong and to be belonged. Cordial relationship with other employees at the workplace creates a positive work environment. Employees do not hesitate in offering or seeking help from others to execute an assigned task in the best possible manner. HR Policies and Procedures: HR policies and procedures of a company reveal a lot about its working. Companies with well defined HR policies attract a bigger pool of talent as well as is successful in keeping their employees actively engaged.
It is impossible to motivate another person if you yourself are not motivated.What sort of manager do you want to be managed by? The manager who arrives at work before anybody else, who is enthusiastic, positive, always has a bit of good news to pass on, is loyal and leads by example? A manager who has a purpose – in other words, a MOTIVATED MANAGER?
It is impossible for any individual, or for that matter, any team or group of people, to be motivated without a clear and specific goal.Motivation, as I have already said, is about striving towards the future and without a goal, there is no purpose.
an individual might be motivated today, it doesn’t mean they will be motivated tomorrow.But that motivation and warm feeling does not last. It is a bit like blowing up a balloon – if you don’t tie a knot in the inlet, the air will come back out again. Motivation should and must be an ongoing process. It is not a once a year booster.appraisal, if it is conducted correctly, is motivational – where one discusses strengths and weaknesses and draws up plans of action and self-improvement for the future. apart from the essential requirement of correcting unproductive performance or behaviour, it makes sense to have a more regular, perhaps quarterly, schedule of mini-appraisals as well.A person can be motivated at their workplace and be demotivated in their home environment and vice versa.
Recognition comes in so many different forms: from the Peerage to the ‘thank you’ letter; from the way you introduce somebody to the admiring of a vase of flowers at home.Genuine compliments are a form of recognition and it takes a ‘big thinking’ person to give another a compliment.In business, companies give recognition at conferences where they thank members of staff for performance, achievement and loyalty, etc. It is a golden rule that when giving recognition, nobody should be forgotten.
People are often more motivated by how they are used in a job than by how they are treated. Where people feel they are part of an experiment or part of a project they will show a much higher level of motivation.So by getting people involved you will create a more motivated individual or group of people.Many managers do not share their plans, goals and objectives. They do not let people experience a pioneering spirit.
It is a human characteristic that when we see ourselves progressing in whatever form that may be, we are definitely more motivated. Whether in our private or business life, our hobbies, sports and interests, when we see ourselves moving forward, we just want to go further.This law has to be used, worked on, managed and planned in order to maintain a high level of motivation.
A challenge will only motivate a person if they think they have a chance of success.Contests, competitions and challenges are extremely effective and most certainly do inspire people to greater activity.More and more managers are finding that work in itself can be a motivator. Not just work as a drudgery but other aspects of work such as responsibility, challenge and a feeling of doing something worthwhile.One can make a person’s work more challenging by giving them the biggest job he or she can handle - and with the responsibility must, of course, come the credit of achievement.
This law says that everybody can be motivated. They may have the fuse but we don’t know at what point it will ignite. Sometimes it is just not cost effective to continue trying to spark a person into activity or greater performance.Isn’t it extraordinary how jobs don’t care about people? It is what people care about the job that makes the difference.
This law emphasizes the importance for people to have a feeling of belonging. The smaller the unit to which they belong the greater the loyalty, motivation and effort.And where one has created this feeling of group belonging the good motivational manager will create extra curricular activities that draw their people together. These might include a summer barbecue, a trip to the theatre, regular team feeling of belonging to a team.