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HUMAN RESOURCES MANAGEMENT
CHECK POINT 32: EMPLOYEE MOTIVATION

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1. the basic human needs
2. maslow's hierarchy of human needs
3. employee motivation methods
4. attractive remuneration
5. employee benefits
6. Job Security
7. functional interpersonal relations
8. the opportunity to advance
9. work challenge and satisfaction
10. safe and comfortable working conditions
11. fair and competent management
12. correct guidance and reasonable orders
13. credit for good performance
14. sound social organizational structure
15. alignment between company objectives and employee needs
16. Employee Recognition
17. Employee Engagement
18. How To Motivate Employees?
19. For Serious Business Owners Only
20. The Latest Information Online
 

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HUMAN RESOURCES MANAGEMENT
CHECK POINT 32: EMPLOYEE MOTIVATION

Please Select Any Topic In Check Point 32 Below And Click.

1. the basic human needs
2. maslow's hierarchy of human needs
3. employee motivation methods
4. attractive remuneration
5. employee benefits
6. Job Security
7. functional interpersonal relations
8. the opportunity to advance
9. work challenge and satisfaction
10. safe and comfortable working conditions
11. fair and competent management
12. correct guidance and reasonable orders
13. credit for good performance
14. sound social organizational structure
15. alignment between company objectives and employee needs
16. Employee Recognition
17. Employee Engagement
18. How To Motivate Employees?
19. For Serious Business Owners Only
20. The Latest Information Online
 

DO I NEED TO KNOW THIS CHECK POINT?

 

WELCOME TO CHECK POINT 32

TUTORIAL 1 General Management TUTORIAL 2 Human
Resources Management
TUTORIAL 3 Financial Management TUTORIAL 4 Operations Management TUTORIAL 5 Marketing
And Sales Management
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HOW CAN YOU BENEFIT FROM CHECK POINT 32?

 
The main purpose of this check point is to provide you and your management team with detailed information about Employee Motivation and how to apply this information to maximize your company's performance.
 
In this check point you will learn:
 
• About basic human needs.
• About Maslow's hierarchy of human needs.
• About various employee motivation methods.
• About the importance of attractive employee remuneration and benefits.
• About the importance of work security and interpersonal relationships.
• About the importance of opportunity to advance, work challenge and satisfaction.
• About the importance of safe and comfortable working conditions.
• About the importance of fair and competent management.
• About the importance of correct guidance and reasonable orders.
• How to motivate employees... and much more.
 

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 32

 
You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.
 
You and your team should adhere to basic lean management guidelines on a continuous basis:
 
Treat your customers as the most important part of your business.
Provide your customers with the best possible value of products and services.
Meet your customers' requirements with a positive energy on a timely basis.
Provide your customers with consistent and reliable after-sales service.
Treat your customers, employees, suppliers, and business associates with genuine respect.
Identify your company's operational weaknesses, non-value-added activities, and waste.
Implement the process of continuous improvements on organization-wide basis.
Eliminate or minimize your company's non-value-added activities and waste.
Streamline your company's operational processes and maximize overall flow efficiency.
Reduce your company's operational costs in all areas of business activities.
Maximize the quality at the source of all operational processes and activities.
Ensure regular evaluation of your employees' performance and required level of knowledge.
Implement fair compensation of your employees based on their overall performance.
Motivate your partners and employees to adhere to high ethical standards of behavior.
Maximize safety for your customers, employees, suppliers, and business associates.
Provide opportunities for a continuous professional growth of partners and employees.
Pay attention to "how" positive results are achieved and constantly try to improve them.
Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. THE BASIC HUMAN NEEDS

IMPORTANCE OF UNDERSTANDING THE BASIC HUMAN NEEDS

Business owners and managers must understand people in general and their employees in particular to know what motivates them to succeed on a daily basis.

Employee Motivation describes management's ability to stimulate the employees to work willingly and enthusiastically. In order to accomplish this highly important managerial task, it is essential to examine various types of employees and to understand their wants and needs.

Abraham Maslow, a famous psychologist, suggested that all Basic Human Needs form a Hierarchy and include the following needs, as illustrated in the Maslow's Classification below. (18)

MASLOW'S CLASSIFICATION OF BASIC HUMAN NEEDS

1.

Physiological Needs.
The first level in Maslow's Classification covers physiological needs such as, food, water, shelter, and rest.

2.

Safety Needs.
When the physiological needs are reasonably satisfied, safety needs become important. These needs include a desire for safety, protection against danger, and security.

3.

Social Needs.
Once the physiological and safety needs are satisfied, they no longer influence behavior. At this stage social needs become activated. These needs include a desire for friends, social interaction, and giving and receiving affection.

4.

Ego Needs.
The next level in the hierarchy contains the ego needs, which have been interpreted by Douglas McGregor as follows:

  • Those needs that relate to a person's self-esteem - needs for self-confidence, for independence, for achievement, for knowledge.
  • Those needs that relate to a person's reputation - needs for status, for recognition, for appreciation, for the deserved respect from others.

5.

Self-Actualization Needs.
Finally, when the above mentioned needs are reasonably satisfied, the self-actualization needs start to motivate human behavior. These needs relate to a person's desire for fulfillment or personal accomplishment in certain areas of activity such as education, business, arts, sciences, or philanthropy.

 

ADDITIONAL INFORMATION ONLINE

Maslow's Hierarchy Of Needs: Humanistic Psychology By Daniel Philip.
Maslow's Hierarchy Of Human Needs By Corrina Rachel, Psyche Truth.
Expanded Maslow's Hierarchy Of Human Need By Corrina Rachel.
Unlocking You, Human Needs, Self-Actualization By Psyche Truth.
The Surprising Truth About What Motivates Us By Dan Pink, The RSA.

2. MASLOW'S HIERARCHY OF HUMAN NEEDS

The Maslow's Hierarchy Of Human Needs is illustrated below.
 

MASLOW'S HIERARCHY OF HUMAN NEEDS

       

5.
Self
Actualization Needs

     

4.
Ego 
Needs

Desire for success in education, arts, business, science.

   

3.
Social
 Needs

Desire for self-confidence, knowledge, and respect.

 
 

2.
Safety
Needs

Desire for friends, social interaction, and affection.

   

1.
Physiological Needs

Desire for safety, security, and protection.

     

Desire for food, water, shelter, rest.

       
 

3. EMPLOYEE MOTIVATION METHODS

EMPLOYEE MOTIVATION METHODS

There are various Employee Motivation Methods that can be successfully implemented by management as outlined below.

VARIOUS EMPLOYEE MOTIVATION METHODS

1.

Attractive remuneration.

2.

Employee benefits.

3.

Job security.

4.

Interpersonal functional relations.

5.

The opportunity to advance.

6.

Work challenge and satisfaction.

7.

Safe and comfortable working conditions.

8.

Correct guidance and reasonable orders.

9.

Credit for good performance.

10.

Sound social organizational structure.

11.

Alignment between company objectives and employee needs.

 

ADDITIONAL INFORMATION ONLINE

Unstoppable - Motivational Video By Mateusz M.
It's Possible - 2014 Powerful Motivation By Mind Innovation.
Best Motivational Video - Be Phenomenal By Motivation Grid.
The Most Motivational Video For Success By World Class Seminars.
Anthony Robbins Motivates You In 20 Minutes TED Talks, S. Khambete.

4. ATTRACTIVE REMUNERATION

ATTRACTIVE REMUNERATION

Attractive Remuneration represents one of the most important "wants" of every employee that will satisfy physiological needs and will provide a sense of psychological security.

Employee remuneration may include the following:

• Hourly wages.
• Weekly wages.
• Overtime compensation.
• Monthly salary.
• Commissions.

Sometimes, however, an attractive remuneration alone may not motivate the employee sufficiently, and there is a need to satisfy other requirements.

ADDITIONAL INFORMATION ONLINE

The Puzzle Of Motivation By Daniel Pink.
Desire - Motivational Video By Mateusz M.
Fear Motivational Video By Younes Marxieu.
Live Your Dream & Master Life By Ryan Jones.
Lost But Won Motivational Video By Younes Marxieu.

5. EMPLOYEE BENEFITS

EMPLOYEEE BENEFITS

Employee Benefits represent another important method of satisfying the employee's "wants" and compensating the employee's security needs.

Employee benefits may include a broad range of benefits, such as:

• Non-working time benefits.
• Insurance benefits.
• Retirement benefits.
• Service benefits.

Additional information about Employee Benefits is provided in Tutorial 2.

ADDITIONAL INFORMATION ONLINE

Please watch these excellent videos professionally narrated and produced by Financial Post:

What Incentives Should You Offer Employees? By Jill Earthy, Financial Post.
What Incentives Should You Offer Employees? By Jim Treliving, Financial Post.
What Incentives Should You Offer Employees? By Paul Godfrey, Financial Post.
What Incentives Should You Offer Employees? By D. Patchell-Evans, Financial Post.
What Incentives Should You Offer Employees? By Anthony Lacavera, Financial Post.

© 2011 Financial Post. All rights reserved.

6. JOB SECURITY

JOB SECURITY

Job Security is a probability that a particular person will keep his or her job or position within an organization and will not become unemployed.

Job security represents one of the high priority issues for many employees, particularly those who have a family to support. The fulfillment of this desire by providing a reasonable job security will satisfy the employee's need for stability and security for themselves and their immediate families.

Many people, who seek employment, are sometimes willing to sacrifice the amount of their compensation in favor of enhanced job security within an organization. This factor plays a particularly significant role during the period of economic downturn and subsequent financial uncertainty in the marketplace.

ADDITIONAL INFORMATION ONLINE

Secure Jobs. Better Future By ACTU.
Job Security Signals By WXII 12 News.
Secure Jobs For A Better Future By Ged Kearny, ACTU.
Job Security Vs Self Employment By Daniel JB Mitchell.
Do People Really Want Job Security? By S. MacDonald And G. Kearny, 3Q.

7. FUNCTIONAL INTERPERSONAL  RELATIONS

FUNCTIONAL INTERPERSONAL  RELATIONS

Functional Personal Relations represent a human desire to be accepted by others and to become an important functional link within a specific working group.

Management can stimulate sound functional interpersonal relations by means of effective advanced planning of the working process within the organization.

As a business owner, you should remember, that since you are the "boss", your employees will always look up to you and they will expect you take the initiative in developing a positive interpersonal relationship with each of them, based on the following principles:

• Decency.
• Professionalism.
• Mutual respect and courtesy.
• Flexibility.
• Ability to see the other person's point of view.
• Zero tolerance to any type of discrimination or bias.
• Effective conflict management and resolution policy.

ADDITIONAL INFORMATION ONLINE

Please watch these excellent videos professionally narrated and produced by Louise Aznavour:

Winning Attitudes by Louise Aznavour.
Be An Inspiring Leader By Louise Aznavour.
Teamwork Or No Work By Louise Aznavour.
Anger Management Techniques By Louise Aznavour.
The Golden Rule Of Interpersonal Relations By Louise Aznavour.

© 2010 Louise Aznavour. All rights reserved.

8. THE OPPORTUNITY TO ADVANCE

THE OPPORTUNITY TO ADVANCE

The Opportunity To Advance provides an essential solution to employees with a high level of motivation.

It must be clarified, however, that not all employees are interested in the opportunity to advance. It remains, therefore, management's duty to identify appropriate candidates for advancement within the organization.

You, as a business owner, should develop a strong culture within your organization, which will enable you to offer the following to your employees:

• Adherence to equal employment opportunity laws.
• Fair and unbiased treatment and positive attitude.
• Professional employee performance evaluation.
• Positive or negative feedback regarding employee performance.
• Open-door policy to discuss opportunities to advance within an organization.

ADDITIONAL INFORMATION ONLINE

Do You Feel Worthy By Debbi Dickinson.
Are You Ready For A Promotion By Debbi Dickinson.
What To Do When A Meeting Loses It's Cool By Debbie Dickinson.
Advancing Justice And Opportunity In The Workplace By The EEOC.
The Truth About Pay, Promotion, And Opportunity By Politics At Work.

9. WORK CHALLENGE AND SATISFACTION

WORK CHALLENGE AND SATISFACTION

Work Challenge and satisfaction provide an invaluable source of personal motivation for most employees.

Management can create work challenge by using a methodical approach to various operational tasks, ensuring their accomplishment to the mutual satisfaction of both the company and the employee. Most employees have a definite need to perform a meaningful function and to satisfy their desire for recognition.

ATTITUDE AT WORK

Are you glad to come to your office every morning?

If you haven't asked yourself this question recently - now it's a good time! Hopefully, you have many good reasons to come to work and feel good about what you do on a daily basis. Your Positive Attitude At Work will enable you to achieve the following:

• Become more effective in completing individual working tasks.
• Provide a positive contribution to your team efforts in accomplishing common objectives.
• Provide better quality service to your clients and earn their loyalty.
• Develop improved communication with your partners, employees, and suppliers.
• Contribute to improved operational flow within your organization.
• Help your company to maximize performance and profitability.

Once you realize the power of a positive attitude, you should begin improving working environment within your organization to ensure that your employees also have good reasons to feel happy in coming to work. Subsequently, you will be rewarded with improved employee morale, and increased productivity, performance, and profitability.

ADDITIONAL INFORMATION ONLINE

Adjusting Attitudes At Work By Michelle Ray.
Motivation Through Job Enrichment By Gemmy Allen.
Cultivating Positive Attitude At Work By Ken Warren.
How Motivation Is Driven By Purpose By Daniel Karpantschof.
How Do I Find Satisfaction At Work By Doug Barr, The High Calling Video.

10. SAFE AND COMFORTABLE WORKING CONDITIONS

SAFE AND COMFORTABLE WORKING CONDITIONS

Safe And Comfortable Working Conditions represent the human desire to ensure the fulfillment of physiological needs for security and comfort.

Management can assist in satisfying these needs by adhering to the principles of employee safety and by creating suitable environmental conditions in the workplace.

For this reason, it is essential that you and your management team should do the following:

• Train employees regarding the safety procedures in the workplace.
• Implement safety procedures in the workplace on a continuous basis.
• Strictly adhere to all OSHA regulations and requirements at all times.
• Maintain drug-free working environment.
• Ensure safe operation of plant and machinery.
• Maintain plant and machinery in good working order.
• Keep updated safety records.

ADDITIONAL INFORMATION ONLINE

Workplace Safety Training Video By Safety Care.
Safety Awareness In The Workplace By Safety Care.
Safety Training Video For The Office By Safety Care.
Creating A Safe Working Environment By Work Cover NSW.
Committed To A Better Work Environment By Bonnie Fecowicz.

11. FAIR AND COMPETENT MANAGEMENT

FAIR AND COMPETENT MANAGEMENT

Fair And Competent Management has the essential responsibility to provide employees with a feeling of security related to the stable future of the company and, subsequently, to the employee.

Only through fairness and competence will management be able to lead its employees toward accomplishing the organizational objectives.

You, as a business owner, should be prepared to continue your journey of personal improvement and this journey will guide you to become a better manager. Subsequently, your personal and professional growth will enable you to achieve the following results:

• Improved communication with your partners, employees, customers and suppliers.
• Improved level of morale among employees.
• Improved operational efficiency and productivity.
• Improved customers' satisfaction and loyalty.
• Improved profitability and return on investment.

ADDITIONAL INFORMATION ONLINE

7 Keys To A Positive Personality By Brian Tracy.
Improve Your Problem Solving Skills By Brian Tracy.
2 Important Habits Of Successful People By Brian Tracy.
Overcoming Obstacles And Achieve Your Goals By Brian Tracy.
Management Skills Improved In 3 Easy Steps By 90 Day Guru Training.

12. CORRECT GUIDANCE AND REASONABLE ORDERS

CORRECT GUIDANCE AND REASONABLE ORDERS

Correct Guidance And Reasonable Orders should be used by management in the process of channeling information required by employees to fulfill their duties within the company.

Incorrect guidance or unreasonable orders may cause unnecessary aggravation and frustration among employees and serious damage to the company's interests.

For this reason, it is essential that you and your management team make sure that all guidance and orders, given to your employees in the workplace, are carried out on the following basis:

• All guidance must be concise and accurate.
• All orders must be clear, realistic, justified, and achievable.
• All orders must follow the chain of command within the organization.

ADDITIONAL INFORMATION ONLINE

Steve Jobs Talks About Managing People.
Coaching A Difficult Employee By Cory, Danjh 1109.
Employee Wellbeing By Amanda Chadwick, PBS Press Office.
Correcting Employee Performance Problems By Unique Training Videos.
How To Give Crystal Clear Instructions By David Horsewood, National Seminars.

13. CREDIT FOR GOOD PERFORMANCE

CREDIT FOR GOOD PERFORMANCE

Credit For Good Performance represents one of the ego needs of a human being.

Management should be able to express its appreciation of the working achievements of the employee. This can be done by means of verbal or written praise, or a specific monetary reward.

For this reason, it is very important that you are always ready to provide positive feedback to your employees and give them credit for good performance when the credit is due. Depending upon a specific situation, it may also be appropriate to offer an employee a small bonus for exceptional performance.

On the other hand, when employees' performance does not meet the required level of expectation, it is appropriate to provide the employee with a constructive criticism. In this case, you or a member of your management team, should identify and evaluate a specific problem together with the employee and find a way to resolve this problem discretely and as quickly as possible.

ADDITIONAL INFORMATION ONLINE

Giving Feedback For Strong Performance By Shari Harley.
Setting Expectations For Powerful Performance By Shari Harley.
How To Motivate Employees And Build Employee Morale By Victor Holman.
Giving Useful Feedback - Delivering Performance Appraisal By Shari Harley.
How To Give Negative Feedback In The Workplace By Dalt Wisney Production.

14. SOUND SOCIAL ORGANIZATIONAL STRUCTURE

SOUND SOCIAL ORGANIZATIONAL STRUCTURE

Sound Social Organizational Structure represents the human need for higher social expectations as it is fulfilled during the working period within a company.

This need is based on a human desire for self-esteem and necessitates that management maintain an acceptable level of employee activities. (19)

You and your management team should consider creating a "socially-friendly" environment within your organization without causing any potential distractions in the workplace. This will motivate your employees to develop a stronger sense of "belonging" to your organization, similar to the experience shared by Google employees in their workplace. Obviously, your budget may not permit you to offer your employees the level of "social benefits" offered by Google, but even a small token of socially-friendly experience could help you to achieve several important objectives:

• Improved communication between all employees.
• Improved level of morale of all employees.
• Improved operational efficiency and productivity.
• Improved customers' satisfaction and loyalty.
• Improved profitability and return on investment.

ADDITIONAL INFORMATION ONLINE

Social Structure - Part 1 By CMC Sociologist.
Technology And Social Interaction By Hcassano.
Social Structure And Social Interaction By Melanie Thacker.
The Social Organization By Anthony Bradley, Gartner Group.
Social Group And Social Organization By John Christian Baral.

15. ALIGNMENT BETWEEN COMPANY OBJECTIVES AND EMPLOYEE NEEDS

ALIGNMENT BETWEEN COMPANY OBJECTIVES AND EMPLOYEE NEEDS

Just as employees attempt to satisfy their wants and needs, the company has to satisfy its own organizational objectives. To ensure a smooth Alignment Between The Company's Objectives And The Employees' Needs, management should provide sufficient motivation in the right direction.

The success of motivating employees depends heavily on management's ability to identify basic human needs and to ensure their smooth integration in the process of achieving organizational objectives.

It is essential that you find the right formula to create an alignment between your organizational objectives and your employees' needs and aspirations in order to maximize your company's performance. Subsequently, you will realize that your employees will gradually become more engaged in your company's daily activities and this will lead to the development of a "win-win" mutually beneficial relationship between you and your employees and improved operational performance.

There are several strategies aimed at developing a stronger alliance between the organization and its employees. Two of these strategies are presented below.

TWO STRATEGIES FOR MAXIMIZING ALLIANCE
BETWEEN A COMPANY AND ITS EMPLOYEES

Employee Recognition Strategy

Employee Engagement Strategy

Employee recognition strategy prescribes the development of a culture of recognition and appreciation of employees' work and their contribution toward meeting organizational objectives.

Employee engagement strategy prescribes the development of a culture of strong employee engagement within the organization designed to inspire employees to increase their individual and team performance and maximize their contribution toward meeting organizational objectives.
   
 
Each of these strategies is discussed in detail next.
 

ADDITIONAL INFORMATION ONLINE

Communicating Your Recognition Program By Mike Byam.
Where Do You Fall In Employee Engagement By Clint Swindall.
Individuals/Managers/Executives And Their Role By Blessing White.
Establish A Corporate Employee Recognition Strategy By Mike Byam.
Employees Motivation, Reward, Retention, Recognition By Bob Nelson.

16. EMPLOYEE RECOGNITION

WHAT IS EMPLOYEE RECOGNITION?

Employee Recognition strategy prescribes the development of an organizational culture where employees are recognized and rewarded for their efforts and superior performance in the workplace.

It is important to develop an Employee Appreciation And Recognition Culture in every organization and ensure that each member of the management team participates in implementing this culture on a continuous basis.

You should also become familiar with Barbara Fredrickson's 10 Positive Actions And Emotions which could enable you and your management team to effectively implement an employee recognition strategy within your organization, as outlined below.

TEN POSITIVE ACTIONS AND EMOTIONS
FOR IMPLEMENTING AN EMPLOYEE RECOGNITION STRATEGY

1.

Connect.
Connect with your employees on a personal level and show them that they are not just a "number" in your organization.

2.

Thank.
Express your appreciation to your employees for a job well done and thank them for excellent performance.

3.

Congratulate.
Congratulate your employees for their achievements in the workplace and, if appropriate, offer your congratulation in front of other employees.

4.

Appreciate.
Express your appreciation to your employees for excellent performance and, if appropriate, demonstrate this appreciation in front of other employees.

5.

Celebrate.
Make an "Employee Birthday List" and send a congratulation card to each employee on individual basis. Congratulations may also relate to other significant events in your employees' life.

6.

Calm.
Identify stressful situations in your employees' personal or professional life and extend a calming message or help them during the challenging period.

7.

Amuse.
If you have sense of humor, don't hesitate to use it with your employees in appropriate situations. Nothing can solve problems and encourage employees as a good joke.

8.

Inspire.
Inspire your employees with words and action to be willing "to go the extra mile" in performing their specific duties and responsibilities in the workplace.

9.

Elevate.
Elevate the energy level within your organization through your words and action to motivate your employees to accept this extra energy and convert it into an improved operational performance.

10.

Amaze.
Be creative in developing special events which will amaze your employees and motivate them for superior performance with your organization.

 

ADVANTAGES OF AN EMPLOYEE RECOGNITION PROGRAM

Hopefully, you will realize that a properly implemented Employee Recognition Program has the potential of providing your organization with numerous important advantages outlined below:

• Employees' loyalty and commitment to the organization will increase.
• Employees efficiency and performance will improve.
• Employees willingness to work harder and smarter will increase.
• Employees productivity and results will improve.
• Employees' morale will increase.
• Employees' turnover will decrease.
• Operational flow will improve.
• Company's profitability will increase.

ADDITIONAL INFORMATION ONLINE

Why Is Employee Recognition In The Workplace So important By David Long.
Establish A Corporate Employee Recognition Strategy By Mike Byam.
Designing Successful Employee Reward And Recognition Program By J. Kallery.
Employee Recognition Programs: Best Practices By Susan Rink.
Employee Recognition - Choosing Your Employee Of The Month By David Long.

17. EMPLOYEE ENGAGEMENT

WHAT IS EMPLOYEE ENGAGEMENT?

The concept of "Employee Engagement" was introduced by William A. Kahn in an article Psychological Conditions Of Personal Engagement And Disengagement At Work published by Academy of Management Journal in 1990.

Employee Engagement is a set of conditions created by management designed to inspire employees to become fully committed to the organization and willing "to go the extra mile" in helping the organization to meet its objectives. This approach is designed to motivate employees in maximizing their commitment to superior performance and becoming more efficient and productive within the organization.

The level of employee engagement plays an increasingly important role in the overall success of every organization. For this reason, it is essential that you become familiar with the Ten C's Of Employee Engagement and inspire your employees to maximize their efforts in meeting your organizational goals and objectives.

TEN C'S FOR EMPLOYEE ENGAGEMENT

1.

Connect..
You must develop strong connection with employees, based on mutual respect and ensuring that employees know that their work and efforts are fully appreciated.

2.

Career.
You must implement a meaningful employee career development process in your organization which will inspire employees to realize their full potential.

3.

Clarity.
You must communicate clear vision of your organization's objectives to your employees to enable them to understand their role and develop a stronger sense of "belonging" to the organization.

4.

Convey.
You must clearly communicate to employees what is expected of them and provide them with a meaningful feedback regarding their work performance on a continuous basis.

5.

Congratulate.
You must congratulate your employees for achieving superior results and express your appreciation to each employee for excellent performance.

6.

Contribute.
You must measure the employees' contribution toward achieving the organization's objectives and inform each employee about the value of their contribution.

7.

Control.
You must control your employees' activities on a continuous basis to ensure that their individual performance in on the "right track" in meeting the organization's overall objectives.

8.

Collaborate.
You must develop a spirit of teamwork within your organization and motivate employees to collaborate with each other to maximize organizational performance.

9.

Credibility.
You must develop an ethical culture within your organization, inspire your employees to adhere to high level of ethical standards, and earn your employees' respect for being a credible leader.

10.

Confidence.
You must develop a high-performance atmosphere within your organization and motivate your employees to produce extra-ordinary results.

 

ADVANTAGES OF AN EMPLOYEE ENGAGEMENT PROGRAM

Hopefully, you will realize that a properly implemented Employee Engagement Program has the potential of providing your organization with numerous important advantages outlined below:

• Employees will show more interest, dedication, and commitment toward their work.
• Employees will be willing to work harder and "go the extra mile" to achieve objectives.
• Employees will be willing to work smarter and become more efficient.
• Employee productivity will increase.
• Employee morale will increase.
• Employees' turnover will decrease.
• Operational flow will improve.
• Company's profitability will increase.

ADDITIONAL INFORMATION ONLINE

Employee Engagement Meter By Paul Marciano.
Employee Engagement: The X Model By Blessing White.
Leadership And Employee Engagement By Training Vision Institute.
Employee Engagement - Who Is Sinking Your Boat By Bob Kelleher.
Change And Employee Engagement By Mark Devolder, Gold Star Speakers.

18. HOW TO MOTIVATE EMPLOYEES?

MOTIVATIONAL GUIDELINES

You and your management team should adhere to specific guidelines to maximize the motivation level of your employees. You must always assume that your employees want do their best to perform their duties within your organization in accordance with the leadership and motivation provided to them.

Some of the Motivational Guidelines are outlined below.(20)

GUIDELINES TO MAXIMIZE THE MOTIVATION LEVEL OF EMPLOYEES

1. Show Your Employees That You Really Care About Them.

You don't need to become best friends with your employees. However, your friendly attitude and respect toward your employees will go a long way. You should learn to treat people, and your employees in particular, just like you would like them to treat you. Find out what concerns your employees may have, demonstrate your genuine empathy toward their concerns, and try to alleviate these concerns.

2. Be Prepared To Take Responsibility For Your Actions.

Don't be afraid to be wrong on some occasions. Since nobody is perfect, you are also allowed to make mistakes. If you do, be prepared to admit your mistakes and show your employees that by admitting a mistake, it will only make a person stronger and better prepared not to repeat the same mistake again. Never blame your employees for your mistakes - this is not fair and it will only make things worse.

3. Show Genuine Respect Toward Your Employees.

Remember: "what goes around comes around". If you want your employees to respect you, you should be prepared to show them respect first. Since you are the "boss", your employees will show their respect toward you whether you are right or wrong. However, if you want your employees to show you a genuine respect - you should show them how this is done by treating them accordingly.

4. Be Prepared To Compliment Your Employees When They Do A Good Job.

Always be prepared to praise your employees for above-average performance. Remember, that verbal recognition may be much more rewarding than money. Hopefully, all your employees are motivated to perform their job well. So, when they actually achieve above-average results, they will certainly appreciate "emotional compensation", which will stimulate them and all other employees to continue with excellent performance.

5. Cultivate The Culture Of Independent Thinking Among Your Employees.

Develop a culture of "out-of-the box" thinking and entrepreneurial attitude among your employees. This will stimulate them to take the initiative, identify problems, and provide your organization with the best possible solutions in various areas of operational activities.

6. Be Prepared To Learn From Your Employees.

Only ignorant people "know everything". Be prepared to admit to yourself that you don't have all the answers all the time. In fact, it is a smart policy to employ people who may know more about certain subjects than you do. For this reason, always keep an open mind and be prepared to learn from your employees and develop a culture of mutual learning from each other on a continuous basis.

7. Demonstrate Enthusiasm And Confidence.

You should remember that your behavior in the workplace will be mirrored by your employees. If you are sad, they will be sad, if you are enthusiastic - they will have a better chance to be enthusiastic too. Since you are the "boss" - you must create a "good mood" in your organization and this will motivate your employees to demonstrate a positive attitude toward their work and improve your company's performance.

8. Keep An Open Two Way Communication Within Your Organization.

Don't try to be a dictator in your business. Your employees will appreciate a culture of open two-way communication within your organization. You should encourage your employees to openly express their concerns regarding your company's operational activities and any problems which they may experience in the workplace. Only through open and honest communication you will be able to achieve the best possible results and maximize your company's performance. Avoid "politics" in your organization at any cost.

9. Help Your Employees As Much As You Can.

Ensure that your employees' performance is monitored and evaluated on a continuous basis. When you identify a specific problem related to a particular employee's performance, adopt a constructive approach and find a way to resolve this problem by "inviting" the employee to adopt improved working methods. Learn to "pull employees by showing them a better way", instead of "pushing" the employees by criticizing their performance and punishing them.

10. Develop High Standards Of Performance Within Your Organization.

Visualize high level of performance by your organization and translate your vision into reality by setting high standards for your employees. As a business leader, it is your duty to set your organization's performance standards. If you set these standards high enough and create a culture of high level of achievement, your employees will gladly follow your lead. Make sure that all employees understand what is expected of them.

11. Be Direct With Your Employees.

Don't try to be a "poker player" with your employees. Be as open as you can and let your employees know how you feel about their performance. If you feel that a particular employee performs on an above-average level, don't be afraid to express your appreciation. If you feel that some employees fail in performing their tasks, be prepared to evaluate the reasons behind their failure and do your best to assist these employees to improve their performance. Never leave your employees guessing about what you think. Be direct with them and ask them to be direct with you.

12. Keep Your Employees Informed.

Don't be overly secretive about your business. On the contrary, be prepared to share pertinent information related to your organization with your employees. Remember that your employees are part of your team and you should treat them accordingly. If you have concerns, be prepared to share them with your employees and you will motivate them to work harder and smarter to improve overall performance and, possibly, to reduce the underlying reasons for your concerns. If your employees can see the "big picture", they will have a better chance to help you to maximize your company's performance.

13. Encourage Your Employees To Show Initiative, Innovation, And Ingenuity.

Don't play the "not invented here" game. Some business owners have excessive ego and they want to be the only source of all good ideas. On the contrary, you should encourage all your employees to think "kaizen" and be prepared to participate in the process of continuous improvement within your organization. The only way for you to ensure above-average operational performance, is to encourage your employees' participation in kaizen events, quality circles, and continuous "out-of-the-box" thinking attitude.

14. Practice Hansei - Self-Reflection.

Don't think that you are right all the time. Learn to be humble and practice self-reflection on a continuous basis. Do not allow your prejudices or biases to interfere with the way you treat your employees, or your evaluation of their performance. You can achieve best results by showing your employees that you are not better that they are because you are their boss. You simply have more responsibilities and by demonstrating your humility, you will stimulate higher level of respect and motivate your employees for superior performance.

15. Always Remain Flexible.

Remember that flexibility is the key to success in every business. The fact that you have done something one way since you started your business does not mean that it has been done right. Always be ready to change for something better and "never rest on your laurels". Learn to appreciate what you have, but never be satisfied with what you achieved and try to become better tomorrow. If you create this culture within your organization, your employees will adopt your values and this will be the best prescription for your organization to maximize its performance in the long run.

 

Adherence to these guidelines will enable you and your management team to maintain a high level of Employee Motivation, thereby ensuring successful organizational performance.

 

ADDITIONAL INFORMATION ONLINE

Be Fearless By Hummer Chriss.
How To Motivate Employees By Paul Brendon.
True Performance By Zig Ziglar, Success Training.
Funny Motivational/Inspirational Speaker Jon Petz.
Attitude Makes All The Difference By Zig Ziglar, Success Training.

19. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

20. THE LATEST INFORMATION ONLINE

 

LESSON FOR TODAY:
Management Is Nothing More Than Motivating People!

Lee Iacocca, Former Chairman

Chrysler Corporation

Go To The Next Open Check Point In This Promotion Program Online.