Things That Motivate Employees More Than Money-Guest Post by Fretty Francis

moneyA bigger motivation than money is hard to believe, but it does exist. The kick that we get from being applauded is priceless. Only a person with true leadership qualities can create an engaged workforce. Offering rewards and opportunities before it’s too late is really important. Nurturing your employees with the skills that they require to attain future challenges is where the success of your company lies. If your business is facing failures consistently, then it is partially your fault. In such situations the bosses certainly lack the required skills and should consider working on their own skill development before blaming the employees. After all, a true leader is the one who is humble enough to admit their mistakes. Makes sense, right?

Yelling at your staffs can never improve the situation; rather it will worsen your bond with them. Once they build a negative perception about you, it will probably never change, and this will affect their performance.

Here are 12 effective ways to bridge the gap between bosses and the employees:

  1. Honest and generous with praise works in your favor- Be specific while you praise your employee and let them know you notice their efforts in details. You should always try your best to match the praise to their efforts. This may sound like a very simple concept, but embracing their potential should be your goal, rather than just expecting positive results. Try giving regular praise to your employees based on their valuable traits and soon you will see them praising each other, which is a good sign for a happy work culture.
  2. Get rid of managers for a change- Project managers maybe too good at handling their responsibilities but sometimes it is good consider their team handling responsibilities without a leader. Empowering your staff can give you surprisingly exceptional results. Without a leader they become more responsible and will work together on an equal level.
  3. Share your ideas with them- Nobody likes to be told what to do and what not to do, and therefore it is always advisable to share your ideas and make them theirs. This is quite simple because all you need to do is ask them their views about your ideas. This will boost their confidence to approach you with new ideas without hesitation.
  4. Give equal priority to each employee- A project becomes a success when each member of the team does their bit irrespective of the hindrances. Everyone should get equal credit for their contribution and feel proud for the team as a whole. This will make them realize that everyone is important and will never let success get to their head.
  5. A surprise lunch from the boss- Simply walk up to them and invites them for lunch and surprises them. Let them know you appreciate their work and they did impress you with their dedication. If you just hired new employees then, a surprise lunch is a great icebreaker for new team members. This is an awesome way to build trust and to establish a great rapport.
  6. Criticism will kill the enthusiasm- Never judge your employees based on something that is least important. Criticism is never fun on the receiving end, especially when you do it in front of others. An underperformer needs motivation, not a mulish boss who sabotages their confidence at every level. The more you support the less they focus on clock watching and become more productive.
  7. Share rewards first and then expect- Rewards can be in any form apart from increment and this is the time you make use of your creativity. Gift them free movie tickets, free gym membership, dinner reservations, salon or spa coupons, trophies and plaques. There are so many things that you can give them and let them know that you appreciate their efforts. This will motivate them to work harder on their future projects even before you asking them to do so.
  8. Comfort matters- Does comfort matters to you? Same is the case with your employees and bunch of little things can make a big difference. A fully stocked fridge, a comfortable couch (for a short nap occasionally) or allowing them to work from home if possible are all necessary perks. Comfort at workplace is the cornerstone of productivity.
  9. Flexible working hours- Everyone has a different “productive time of the day” and expecting employees to be actively working for the entire day is unreasonable. This can only waste time, so allow them to set their working hours (with valid reason). This will definitely elevate their performance and they won’t let you down.
  10. Throw a killer company party- Show interest in celebrations, just like you are enthusiastic about starting a new project. Celebrate when your employees perform well, organize birthday parties or raise a toast if you got a big client as your big breakthrough. Never underestimate the power of celebrations, as it brings positivity.
  11. Performer of the month- Although this is a very classic method of recognition, but it is still one of the favorites among the employees. Choose some star performers as nominees in different departments (categories). Pick all the outstanding employees and reward them for their magic behind the scenes.

Final thoughts: – Great things come to those who wait, and keeping patience with your employees can be a game changer. Be a generous boss by giving your attention to employees and you can learn from them. Review and analyze your employee performance through Performance Management System and give rewards to employees who have given sweat and blood to your business.

 

Author Bio:

Fretty Francis is currently a Software Analyst at SoftwareSuggest. She is passionate about HR, performance management, asset management, CRM among other things. In her free time you can find her either reading about tech stuff or listening to music.

What Do Employees Really Want?

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” —Anne M. Mulcahy

By Elizabeth Stincelli, DM

Why You Should Care

Why should you care about what your employees really want? As Anne M. Mulcahy stated, employees are more productive, satisfied, and fulfilled   when they know you care. Studies show that 70% of employees do not feel engaged in their work. Research has shown that employees are more likely to leave their positions because of their boss than any other reason. Yet, employers tend to think that a much higher percentage of employees leave for more money than any other factor. Less than 25% of leaders have a strategy for engagement. Only 40% of employees feel they even know the goals and strategy of their organization. Engaged employees are 87% less likely to leave their positions. Organizations with happy, engaged employees have two-and-a-half times the revenue and two times the net income of organizations with unhappy, disengaged employees.

The happiness and engagement of your employees affect your success and your bottom line. This should be reason enough for you to care. So, what do employees really want? I.C.E. is a good place to start.

Inclusion

Brian Eno suggested, “You either believe that people respond to authority, or that they respond to kindness and inclusion. I’m obviously in the latter camp. I think people respond better to reward than punishment.” Your employees want to be involved in something bigger than themselves. They want to know their company mission; they want to be able to tell the world what their company is up to; to be proud of where they work. Include employees in progress and strategy meetings. Encourage them to share the great things that are happening in the organization. Let them tell the story and be ambassadors for your brand.

Concern

Chris Hemsworth explained, “People who put themselves on the line and sacrifice their own safety for the greater good and for others, and anyone in any profession whose concern is the welfare for other people instead of the individual are inspiring and important.” It doesn’t matter your position or industry, you can always put your people before yourself. Let them know that you care. Your employees want a leader who provides them with concern for the greater good, empowerment, honesty, accountability, respect, and authenticity. Show them that you have concern for their growth and capability; recognize what they’re capable of and empower them to reach their full potential. Care for them as a person, not just an employee.

Engagement

Gary Hamel believed, “The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.” Employees want opportunities, responsibilities, and tasks that are directly related to achieving the goals and mission of the organization they work for. When employees are engaged they are more satisfied and create more value for the company. They want to be challenged and empowered to design their own tasks. When you engage your employees they will be more committed to accomplishing something valuable not only for the company, but for themselves, and their community.

Make it Happen

Ian Smith said, “I think happiness is a combination of pleasure, engagement, and meaningfulness.” Include your employees by sharing where the organization is, where it is going, and allow them to help design how to get there. Demonstrate genuine interest and concern for your employees as individuals. Show them that you care about them on a personal level, not just as an employee. Make sure they can see that you are looking out for their best interests before your own. Engage them in meaningful work that they find interesting and rewarding. Giving employees what they really want using I.C.E. is a simple step that will provide lasting reward.

© 2015 Elizabeth Stincelli

Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

The Killing of Employee Morale

The Killing of Employee Morale

“Coming together is a beginning, staying together is progress, and working together is success.” — Henry Ford

By Elizabeth Stincelli, DM

 

        The Importance of Employee Morale

We all know that happy employees are productive employees. Content employees are less likely to waste time their own time as well as that of their co-workers. They are more engaged in their work and feel they have a vested interest in achieving company goals.

        Are We Killing Employee Morale?

Morale can prove to be fragile. One poorly handled situation or unpopular decision by management can send morale spiraling out of control. Here are a few factors that can kill employee morale.

                       Lack of Communication

When we don’t have all the information, we fill in the blanks with our imagination. And, our imagination can come up with some pretty terrifying scenarios. Lack of communication often leads to assumption and fear. Communicate with your employees. Share the current position of the organization and the vision for the future. Discuss strategic plans and the rationale behind the plans. And, most importantly, communicate the vital role that each one plays in the success of the organization. 

                       Lack of direction

Employees want to be part of a successful team. But success is hard to achieve when you are not sure what direction you are supposed to be going or what success looks like. As leaders, it is our responsibility to make sure employees have the direction and tools necessary to achieve success. Make sure employees have a clear understanding of the objectives that the organization is working towards. Paint an encouraging picture of what success looks like. It is your responsibility to serve as a facilitator. Help establish goals, set parameters, provide them with the information, resources, and the direction they need, then, get out of their way and let them find the best way to do their jobs.

                       Lack of a voice

Gone are the days of employees who are content to work, day in and day out, like mindless robots. Employees want to be heard. They want a say in how their organizations are run and the freedom to design their work, their way. Employees know what’s happening on the front lines. They know what works and have great ideas. As leaders, we must engage them in conversations where we ask questions and really listen to their answers. We must also involve them in developing solutions to organizational problems.

                        Lack of trust and respect

Relationships that are built on trust and respect are the mechanisms we use to influence others. If you lack the trust and respect of your employees, they will follow you by force, not by choice. Earn trust and respect by showing that you are committed to your vision and that your words and actions are congruent. Your character will show in the values you live by, make sure you choose them carefully. Always keep your word, be fair, and consistent. Show your employees that you genuinely care about each one as an individual. Lead by example. And, prove yourself competent but not arrogant.

                       Lack of acknowledgement

Employees want to know that they are valued and their efforts matter. By simply acknowledging that we appreciate an employee’s contributions, we create loyalty and encourage continued hard-work. Tell your employees thank you. Say “good job, the team couldn’t have done it without you.” Make an employee’s day by simply giving them the credit they deserve. 

        Take-Away

When morale is good, employees are more motivated, engaged, creative, and efficient. As leaders, we must develop healthy operating environments where we avoid morale killing behaviors. The skills and character traits that allow us to avoid these behaviors also strengthen our abilities as leaders.