Transcript Got Morale?

Got Morale?
Motivation +
Morale
Executive Focus 2007
=
Money
M3 – Motivation Morale Money
• What keeps employees coming back
• What keeps you coming back
• If you are frustrated does it show to your
employees? How do you know?
• If you could start all over today what
would you do differently?
Executive Focus 2007
M3 Starts with (M)anagement
Do your employees ever want to yell out
HEY BOSS!
Executive Focus 2007
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Don’t yell at me I’m not your child.
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Stop barking out orders and give me direction, this isn’t the military.
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A simple THANK YOU would be good every once in a while
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You don’t value my input so I’ll stop giving it.
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Other than a paycheck, what’s in it for me?
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So my opinion doesn’t count?
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Do you know what (de)motivates me?
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What about Bob? I’m not Bob
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So what you’re the boss. You want a medal?
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I could get my job done if you weren’t constantly on my back.
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If you want to know why this doesn’t work, then maybe you should ask us.
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If you want this to work, maybe you should ask us.
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I questioned a procedure, so that makes me a difficult person?
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Why is it that what’s documented in my performance review a surprise?
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It’s none of your business why I want the day off.
Executive Focus 2007
So Where Do We Start?
Executive Focus 2007
Back to the Basics
Remember:
– Most employees have to work, but they don’t have to
work for you!
– Employees who are motivated and engaged are
more productive
– Productivity drives revenue
– People want to feel valued and appreciated
– Birthday surprises are good – Performance appraisal
surprises are bad
– Money is good but it’s not the sole answer to
motivation and morale
Executive Focus 2007
What’s Important to YOU as an
Employee?
• Job Security?
• Growth and Development?
• A fair wage?
• Open Communication from your management?
• The feeling that it is safe to push back, and the fact that your
management will actually listen to you?
• Recognition of a job well done?
• Working in an environment where you are valued and
appreciated despite your differences?
• Being part of a winning team?
• Fun?
Executive Focus 2007
So what makes your
employees any different?
Executive Focus 2007
Maybe a Little Theory Will
Help Balance the Scales
Executive Focus 2007
Adams’ Job Equity Motivation Theory
Relative market norms determine calibration of scales
I give my employer: time,
effort, commitment, integrity,
support, energy, reliability,
personal sacrifice, results etc.
I Give (Input)
My employer gives me: pay,
benefits, perks, security recognition,
development, responsibility, praise,
employment etc.
I Get (Output)
When people feel that their input is not being fairly rewarded, then the
input is then reduced and they become de-motivated. Fairness is based
on outside norms
Executive Focus 2007
Want to Keep the Scales Balanced?
You Might Consider:
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Communicating with your employees
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Get to know your employees as individuals
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Making sure that they understand their job and what’s expected of them
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Coach them when they need it
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Give clear direction and let them know immediately when they veer off
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Say “thank you” for a job well done
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Give feedback; both positive and constructive
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Give them an opportunity to grow and develop
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Respect them as adults and as professionals
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Set realistic goals and have realistic expectations
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Don’t throw your employees under the bus
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Make sure the performance appraisal is not a surprise
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Allow your team to help build a winning culture
Executive Focus 2007
Here’s Some Stuff You Might
Want to Try!
“Just 10” – Find 10 minutes each week to walk around and have
a casual conversation with random employees. Cost: Free
Skip Level Meetings – 30-45 minutes with small groups without
their managers. Biweekly, monthly or whenever. Cost: Free
Coaching on the Fly – Proven to be as effective as formal
coaching with sustainable results. Cost: Free
Lunch with VP/SVP – Buy lunch for top 10 (choose number)
performers or random employees on a quarterly/monthly
basis. Make it special and very public. Cost: $$
Executive Focus 2007
More Stuff
• MVP of the Month/Quarter – Peer chosen.
Present awards (certificates/trophies/plaques)
in public forum. Cost: $$
• Ice Cream Social – Have local Ice Cream shop
come on site and serve ice cream outdoors mid
afternoon. Cost: $
• Manager Cook Off – Pot luck manager cooking
competition. Cost: $
• Monthly Birthday/Anniversary Celebrations –
Big Cake in conference room at lunch time.
Cost: $
Executive Focus 2007
And There’s More!
• Stuff at Home – Letter/Note from boss with accolades/gift
cards mailed home has major impact. Cost: $
• Team Motivation – Teams come up with motivational quote or
phrase of the week/month for the whole center. In a 5 minute
open meeting they communicate the battle cry. Cost: Free
• Fixed Flex Time – Ooh Scary! Maybe not. If there is a need to
support customers beyond normal work hours then create a
schedule or one shift where employees come in later and stay
later e.g., Noon – 9 PM. Can reduce overtime and increase
coverage. Cost: Free
• Career Path Model – A simple mock up and not a contract to
help people understand what it takes to get to the next level.
Not necessarily distributed but shown and discussed openly
and honestly. Cost: Free
Executive Focus 2007
So What’s the Value?
• Communication – Employees what to know what’s going on
and that their role is important to the success of the business.
The more communication with management the more
attached they feel to the business. Open communication will
drive engagement and motivation.
• Reward and Recognition – People like to feel special;
especially in front of their peers and family. Effective Reward
and Recognition programs drive engagement and motivation
• Fun – Why shouldn’t work be fun? If employees are having
fun, the morale stays up an it makes it easier to get through
the tough times
• Winning – Everyone needs a win, no matter how large or
small. Too many times, employees don’t understand how they
impacted the win. They need to see it. When they see it, then
it becomes infections and they want to do it again.
Executive Focus 2007
So Now What?
• Give your employees the tools to succeed
• Build a World Class organization
• Create an environment where people want to
be
• Involve your team in the success of the
business
• More pats on the back and fewer kicks in the
butt
• Have Fun!
Executive Focus 2007
“Every morning in Africa, a lion wakes up, looks at the sun
and knows that to survive the day he must run and catch
the slowest antelope. On that same morning in Africa,
the antelope wakes up, looks at the same sun and knows
that to survive another day, he must outrun the fastest
lion.
The moral of the story is: it does not matter whether
you’re a lion or an antelope. When the sun comes up,
you’d better be running!”
Old African Proverb
Executive Focus 2007