motivating people
Post on 16-Sep-2014
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WHAT IS MOTIVATION?
Assess your own motivation levels
as well as those of your staff
WHAT IS MOTIVATION? Use persuasion and influence in
order to encourage self-motivation
RECOGNIZING NEEDS
Establish what the needs of your staff are, and assist in
meeting them
RECOGNIZING NEEDS
Try to motivate through the use of
voluntary social and sports activities
UNDERSTANDING BEHAVIOUR
Be aware that the systems that your staff use may be demotivating
UNDERSTANDING BEHAVIOUR
Look for positive responses to any
criticisms - they are good signs of
motivation in staff
UNDERSTANDING BEHAVIOUR
Maintain eye contact with your staff
whenever you speak with them
UNDERSTANDING BEHAVIOUR
Ask your staff if any changes at work
would help to motivate them
UNDERSTANDING BEHAVIOUR
Learn to see the difference
between work problems and personal ones
UNDERSTANDING BEHAVIOUR Keep work as
varied as possible to avoid causing demotivation
UNDERSTANDING BEHAVIOUR
Treat departures and absenteeism as warning signs of
demotivation
ASSESSING YOUR ATTITUDE
Improve order and control by using
collaborative management
BEING A GOOD MANAGER
If bad results occur, review your own
motivation as well as employees’.
IMPROVING COMMUNICATION
Strengthen your message by using several means of
communication
IMPROVING COMMUNICATION
Keep staff informed wherever possible-uncertainintes are very demotivating
IMPROVING COMMUNICATION
Encourage disagreement - it
often paves the way to consensus
IMPROVING COMMUNICATIO
N Make time to stop and chat rather
than simply greeting staff
IMPROVING COMMUNICATION
Always ask staff for their opinions about decisions that affect
them
IMPROVING COMMUNICATIO
N Be aware of office politics, and set an example by never
taking part yourself
CREATING A NO-BLAME
CULTUREDo not gamble, but combine risks
with excellent planning
CREATING A NO-BLAME
CULTURE
Praise work well done, even if some targets are missed
CREATING A NO-BLAME CULTURE
Be firm but fair when you are
drawing attention to error, and do not pull any punches
WINNING CO-OPERATION
Find the root cause of repeated
complaints, and eradicate it quickly
WINNING CO-OPERATION Never offer to
finance anything unless you can raise the funds
ENCOURAGING INITIATIVE
Give people the
opportunity to use their own initiative whenever possible
ENCOURAGING INITIATIVE
Acknowledge all suggestion box ideas immediately - handle
any rejections tactfully
ENCOURAGING INITIATIVE
Encourage staff to achieve by setting high but realistic
targets
MOTIVATING INDIVIDUALS
Make the most of new staff by first making them feel
welcome
MOTIVATING INDIVIDUALS
Be as natural as possible, but
tailor your approach to each
individual
MOTIVATING GROUPS
Ambition dictates achievement, so
be sure to encourage big
ambitions
MOTIVATING GROUP
Confront trouble makers as soon as you become aware of their presence.
PREVENTING DEMOTIVATION
Do not wait for annual appraisals to talk about staff performance
PREVENTING DEMOTIVATION Talk about work
related problems to prevent them from
becoming more intense
PREVENTING DEMOTIVATION
Allow people to talk about what
demotivates them, and listen carefully
PREVENTING DEMOTIVATION Bad news always travels fast, so
deliver it as quickly as possible
PREVENTING DEMOTIVATION
Emphasize to staff the benefits of all reforms, however
unwelcome
DEALING WITH DEMOTIVATED
PEOPLE Assess the reasons for demotivation
before considering any action
DEALING WITH DEMOTIVATED
PEOPLE Consider all the options before
losing valued team members
APPRAISING EFFECTIVELY
Keep the appraisal relaxed and friendly - do not make it an inquisition
APPRAISING EFFECTIVELY
Take the chance to improve yourself by
asking staff to appraise you, too
APPRAISING EFFECTIVELY
Always start appraisals by discussing the
progress made and success achieved
APPRAISING EFFECTIVELY
Provide training in small, regular dosses rather than one long
course
APPRAISING EFFECTIVELY
Follow up on any courses to check their quality and staff responses
EVALUATING EACH JOB
Regard grading and similar systems with
caution - not as scared
EVALUATING EACH JOB
Pay your staff members for
responsibility and contribution, not for seniority and status
EVALUATING EACH JOB
Do not allow job specifications to be
perceived as “straitjackets”
EVALUATING EACH JOB
Ensure that jobs offer a wide range of stimulation and
variation
EVALUATING EACH JOB
If you are the highest payer, be sure to get the
highest results
ENRICHING JOBS
Give staff every opportunity to use
newly acquired skills once training has
finished
EMPOWERING STAFF
Ensure your staff do not suffer
under externally imposed
limitations
BUILDING CAREERS
Find an assignment for anyone who has not had one in the
past year
BUILDING CAREERS
Encourage your staff to enrol for
regular training it will pave the way to
future success
BUILDING CAREERS
Do not underuse people - it causes
them as much stress as overuse
RECOGNIZING EXCELLENCE
Seek early chances to promote able,
younger members of your staff
RECOGNIZING EXCELLENCE Use monetary
rewards as flexibly as possible to get the
most of their motivational value
MOTIVATING THROUGH CHANGE Take every chance
to preach quality and practise
improvement
MOTIVATING THROUGH CHANGE Make one major
change, while also going for many small
ones
MOTIVATING THROUGH CHANGE
Ensure that all staff
members are involved in quality
improving schemes
Make sure that the
rewards you give are the icing - not the
cake
REWARDING EXCEPTIONAL
PERFORMANCE
REWARDING EXCEPTIONAL
PERFORMANCE
Look first at those rewards that do not
cost anything to supply
REWARDING EXCEPTIONAL
PERFORMANCE
Make contests for non-financial
rewards as much fun as possible
REWARDING EXCEPTIONAL
PERFORMANCE
Do not let sliding-scale cash rewards become a source of
demotivation
REWARDING EXCEPTIONAL
PERFORMANCE
Give performance related rewards,
not just pay rises, where possible
REWARDING EXCEPTIONAL
PERFORMANCE Use certificates
and engraved presents as
reminders of high achievement
KEEPING MOTIVATION
HIGH Change your own
working methods if it will improve staff
motivation
KEEPING MOTIVATION
HIGH Check on morale
levels by talking to members of staff on
a regular basis
