Motivating Strategies from Full Spectrum Leadership Series

2014 Fall Conference

CSSEA

Joan Deeks, PhD

OPTUM in partnership with

Advantis Consulting Group

Agenda 1. How are employees motivated at the workplace?

2. What is a key motivating strategy?

3. What are the top 5 non-monetary methods?

4. How do motivating strategies change behaviour?

5. Why employees stay or leave your organization?

6. What are 5 ways to ignite exceptional performance?

Role of the Manager/Leader

Creating a motivating culture

task

relationship trust

respect

knowledge

Motivation

…an act or process of giving

someone a reason for doing

something”

(Webster Dictionary)

1. How are employees motivated?

Motivation Internal

prompted from within

External

prompted from without

Benefits?

• More than expected

• Higher productivity

• Better relationships

• Greater loyalty

• Volunteer for tasks

• Encourage others

Straight forward…

• understand what employees want

• give it to them

Agree or Disagree?

What can leaders do? • Communicate clear expectations

• Listen to employee’s opinions

• Give recognition & praise

(Psychometrics Engagement Study, 2011)

Recognition

Central characteristic of the most successful managers

is that they provide their employees with frequent and effective recognition.”

The Carrot Principle, 2007

2. What is a key motivating strategy?

Recognition

Formal Informal

Formal recognition

Highlights & acknowledges

the contributions of individual and teams

Usually a structured process

with rewards/incentives

Formal Recognition

• In accordance with certain requirements

• Higher profile & company wide

• Special & limited in number

• Predetermined guidelines (consistency)

• Promise in advance (incentive)

•

Types

• Service or career achievement awards

• Retirement dinners

• Performance based

• Safety awards

• On the Spot awards (most effective)!

(Handout)

Group Discussion

Does your company have a formal recognition

program. Explain.

Do you feel the formal recognition programs

motivate employees?

What makes the program effective? What will

make it ineffective?

Informal Recognition

Everyday acknowledgement of actions

that support the company’s overall vision

Usually a spontaneous action with

little cost, if any

Informal Recognition • No defined guidelines

• Often more personal

• Usually easier to administer, quicker

• Given at any time

• Verbal…Nonverbal…Written

• Usually less expensive

• Practiced the least….

(Handout)

1. Managers personally congratulate

2. … write personal notes

3. … promote based on performance

4. … recognize publicly

5. … hold morale-building meetings

Implementing non-monetary

3. What are the top 5 … methods?

Two Common traits

• Manager initiated versus

company initiated

• Based on performance

Other studies (Psychometrics Engagement Study, 2011)

• Listen to employee opinions

• Communicate clear expectations

• Give recognition & praise

• Provide training & development

Mercer, What’s Working Survey, 2011

“Formal performance reviews but, …. it is

the manager’s [everyday] ability to provide

feedback, encourage discussion and drive

performance…”

Recognition

S incere & specific

T ailor recognition to the person

A cknowledge outcome

R ecognize often (when you see it, say it!)

S tate impact on you and company

Hi Alison, Thank you for great effort in helping the client/customer locate her purse. The client/customer was extremely upset. You were calm and took immediate action to look for her purse. Your approach was a wonderful example to other team members. You also clearly showed clients that “we care” about people at (our company).

Exercise

Think of an employee who did a great job

last week

Write out a note using the “STAR”

approach

(handout)

Take “10” checks We all love giving our opinions or ideas

Throughout the week, ask employees

opinion on different issues

Questions: 1. How are things going?

2. How is the team doing?

3. What is your thoughts on….(project, task)

4. Others……

Why recognition works?

4. How…strategies change behaviours?

Psychological needs

Security needs

Survival needs

Maslow’s Hierarchy Self

Esteem

Self Actualization

Great work gets repeated…

Positive feedback activates parts of the

brain.

Praise is both pleasing & it trains the brain to

repeat the behaviour that earned the praise. 12: The Elements of Great Managing

By Wagner and Harter

You get what you reward

Why employees stay Reference: Blessingwhite Research, 2013 – Top 5 reasons

My work

My organization’s mission

My career

My manager

My job conditions

6. Why employees stay or leave?

Why employees leave

• Limited recognition

• No career development

• Personality conflicts

• Limited authority

• Inadequate compensation

(Reference: Robert Half International)

Ignite exceptional performance by: (Where to from here?) 1. Open communication brings trust

“The ingredient that brings it all together!

2. Being visible

3. Solicit suggestions / opinions

4. Encouraging creativity

5. Recognition and reward on a REGULAR basis!

6. What are 5 ways to … performance?

Motivating Strategies from Full Spectrum Leadership Series

Thank you!

Joan Deeks, PhD

OPTUM in partnership with

Advantis Consulting Group