Management Styles
Supervisory Approach
Management - Miscellaneous
Communication-Verbal/Listening
Communication - Non-verbal
Creative Process
Creativity
Staff Motivation
Problem Employees
Personal Crisis -Indicators
Work Related Values &
Work Environment
Meetings
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Marketing Assessment
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Management Files - main mage
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STAFF MOTIVATION
Incentive Programs | Managing By Intimidation
Reasons Jobs Do Not Get Completed | Delegate
— Many managers believe that employees only work for money or tangible reward.
— Studies have shown that when asked, employees rarely list money at the top.
— They mentioned recognition, involvement in decision making -- interpersonal
rewards.
— Doubt this? Then create a no-name, short survey and ask all your employees.
Incentive Programs
— People perform better when their efforts are rewarded.
There are many non-financial rewards.
Such as:
- public praise
- opportunity to expand their job responsibility
- extra days off
- something monetary - e.g., savings bond
— Employee recognition and treatment is just as important as money.
— Companies have discovered relatively inexpensive ways to reward employees.
— More examples:
- Fines to late employees are distributed to those who arrive on time
- Management/ white collar staff spend 1 to 2 days a year working on the
"line" or "floor"
- Free lunch on employee birthdays
— If you have run out of new ideas - go to the source - ask your employees.
— No one knows better than the employees, as to what will incent, reward,
or motivate them.
— Change the incentive / motivation rewards often or they become "old" and
lose the original value and importance.
— Employees work harder and more effectively in a humanized environment.
This is one that treats employees as individuals.
- Open communication between employees and management.
Remember: "Actions speak louder than words."
- Opportunities for advancement whenever possible.
- Basic courtesies are standard for all levels and between all levels.
- Pleasant and healthy work conditions.
- Comparable salaries and benefits to other companies.
— Healthy motivation appeals to and captures the interests, needs, desires and
creativity the staff.
Managing By Intimidation
— Includes such actions as causing an employee to "lose face" in front of
co-workers.
— Creating guilt only undermines motivation and eliminates staff loyalty and
morale.
— Fear can definitely get some people to do what they are suppose to do.
- But for most employees a fear strategy is unproductive over the long term.
- Usually over time it will lead to lower morale which can adversely
effect productivity.
— Does you firm reward people for getting things correct? Or, does it only "punish"
for being wrong; not doing things correctly?
— "Punishment" may correct situations and improve performance for the short-term ---
but this effect will disintegrate over the long-term.
— Work for the solution to a problem - rather than becoming obsessed with who
caused a problem.
- If you find you dwell on who caused the problem, you are working backwards.
- By looking for a solution(s) You will be moving forwards.
- Employees who are not conditioned to place blame are quicker to "jump in"and
get the solution corrected.
- When correcting a problem, look for ways to prevent the situation from
occurring again. Otherwise you will spend the bulk of your time
putting out "fires" ...only to have them "pop up" again later.
When possible fix a problem ONCE.
- Some minutes invested now may save many, many hours over the longer term.
— Use "carrot" vs. "stick" to motivate.
Reasons Jobs Do Not Get Completed
— Spell out assignments clearly. Employees often get incomplete information or
conflicting messages about what they are to accomplish.
— When assigning work tasks:
- Give as many details as possible.
- Allow person time to take notes -or- give notes/outline that they can fill
in with their own notes.
- Employees are often too embarrassed to ask questions because they fear
they might appear incompetent.
- Create an atmosphere that fosters employee questions.
- Give the option to ask further questions if problems arise.
- Do not assume that you explained everything thoroughly.
Delegate
— Do not just issue an assignment -- take a risk and make the assigned person(s)
take full responsibility for the successful execution of the assignment.
— Remember:
- There is more than one way to accomplish a task.
- Individual(s) may not go about it the way you would.
That does not make it wrong. There may be a better way.
- An effective organization is built of employees who want to do their
assignment - and take on moreresponsibility.
Staff Motivation | Incentive Programs
Managing By Intimidation | Reasons Jobs Do Not Get Completed
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