motivating employees
Post on 23-Sep-2014
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Motivating Employees
Theory and applications
MOTIVATION
What is motivation?
MOTIVATION = Willingness to exert high levels of effort toward the organizational goal and also satisfy some individual needs as well.
Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.
Motivation is the art of getting people to do what you want them to do because they want to do it.
WHAT MOTIVATES PEOPLE
External Rewards
• Salary
• Working conditions
• Benefits
• Environment
Internal Rewards
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
WHAT MOTIVATES PEOPLE
• Employee engagement
• Challenging job profiles
• Keep them self-motivated
• Good projects
• Job rotation
• Job security / stability
• Good team, co-workers, bosses
In addition to the external and internal awards, have:
But what happens when there is not enough motivation among the
employees?
LESS or NO MOTIVATION = DEMOTIVATION
WHY PEOPLE LEAVE
Top Reasons why people leave their jobs
Learning Opportunitiesto learn new skills
Feedback, especially for trainees
Coaching and feedback by managers
Bad Bosses
conflict with the boss as one of the top most reasons for the departure of top performing employees
THEORIES ON MOTIVATION
Maslow’s
McGregor’s
Vroom's Expectancy Theory
MASLOW’S HIERARCHY OF NEEDS
Physiological needs(air, water, food, rest, exercise,etc)
Safety needs(shelter, job security,
retirement plan, insurance)
Love and belonging(children, friends,
partners)
Self esteem(fame, recognition,reputation, dignity)
Selfactualization(Confidence,
achievements,freedom)
MCGREGOR’S XY THEORY
Vroom's Expectancy theory
HOW YOU CAN DO IT IN YOUR
ORGANIZATION
MOTIVATING
TRUST Respect, communication, credibility
PRIDE Work related to the person
COMPANIONSHIP Team building exercises, promoting team work, contests, create communities
STRATEGIES FOR MOTIVATION
• Positive reinforcement
• Effective discipline
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Base rewards on job performance
Four basic elements of executive compensation:
• Salary
• Short-term incentives
• Long-term incentives
• Employee benefits
EXECUTIVE COMPENSATION
EMPLOYEE ENGAGEMENT
• Customized training programs
• Help people build trust and pride.
• Play hard, party hard
• Encourage community building
• Follow a good feedback and appraisal system
• Give everyone clear goals
• Maintain mentor-mentee relationships
• Follow shared responsibilities towards each other.
Why is employee engagement important?
• Engaged Employees Loyal Customers Bigger Profits.
• If the staff are motivated then the customers will be happy
• The shareholders will then benefit through the company's success.
EMPLOYEE ENGAGEMENT
• Notice each individual
• Say Thank-you, even a smile can make a big difference.
• Make staff feel respected and valued
• Share your experience and knowledge
• Be confidence about people.
• Be honest and trustworthy
• Don’t take personal credit for their success
• Create a blame-free culture
• Set developmental goals
• Make work fun!!
Conclusion