TEN WAYS TO MOTIVATE YOUR EMPLOYEES
When you work in the recruiting profession for as long as I have (over 30 years) you hear all kinds of reasons for individuals seeking a job change. One reason that is often mentioned is “low employee morale.” This often results from one of the following:
1. Lack of communication
2. Fear of change
3. Lack of motivation
Let’s discuss FIFTEEN ways to motivate your employees from the date they are hired throughout their career with your company.
TIP ONE – DOCUMENT UP FRONT!
Make sure you have updated job descriptions that truly reflect the current responsibilities this employee will perform. If someone has been in a position for any tenure at all, the job “has changed” around the talents of this individual. Those changes must be updated in the job description.
It is also good to list expectations:
• What do you expect of this individual
• What can they expect from you? Training, Support?
Make sure they are given a copy of your policy and procedural manual and give a set period of time for them to completely read the manual and get back to you with any questions.
TIP TWO – STREAMLINE SYSTEMS/REPORTS
Ask for only those reports you NEED. If you ask for reports, give feedback on the information to help this individual improve. Remember, people do what you INSPECT not what you EXPECT! If at all possible, have your employees plan out their next day PRIOR to leaving each night. Planning skills greatly improve time management and organizational abilities.
TIP THREE – CONSISTENT MEETINGS
We are all in business to MAKE PROFITS. Have you ever wondered why you need to attend so many meetings that don’t really impact you or your department? Employees feel the exact same way.
Review your current meeting schedule. Could some be consolidated? Could some be eliminated? Review who should attend and actively participate in the meeting? When you eliminate the necessity to go from meeting to meeting, the productivity and morale increase. Hold consistent meetings, but limit them to the ones that are necessary!
TIP FOUR – TRAINING
One of the main reasons individuals stay “glued to their organization” is training.
Most individuals want to continually improve their base of knowledge and have the opportunity to learn. Too often training is provided initially, but once a person has tenure the training stops.
Training also includes providing memberships to Professional Organizations that provide training. This can include also paying for certain professional certifications. If you want to RETAIN your great employees, always give them the opportunity to LEARN!
TIP FIVE – MANAGE BY WALKING AROUND
If you want to know what is happening in your office, department or company, just walk around. It you manage by walking around, you have first hand knowledge of activities and your environment. It’s also good to have your employees know you are “hands on” which opens vitally important lines of communication on an informal basis.
TIP SIX – THE DÉCOR OF YOUR OFFICE DOES MATTER
I will never forget the day I went on a tour with my new client in Dallas – Southwest Airlines. I saw baby shoes hanging on a wall and asked the man sitting at the desk if that was his child’s shoes. He proudly answered YES! I asked how old the baby was and he said 28 years old. He explained how everyone is told to bring in pictures of their children. He didn’t have one of his son, so he brought in his baby shoes. Twenty-eight years later they are still hanging on his wall and are obviously a great conversation piece.
The experience was the same when I walked through Mary Kay Cosmetics. I was shocked to learn that they only hired individuals on a temp to hire basis. If someone was working elsewhere and wanted a job at Mary Kay, they would have to quit their job and take a chance they would be hired at the end of their temp assignment. I wondered who in their right mind would do that? The answer – TONS of very qualified candidates. Mary Kay had the reputation of a GREAT place to work in the Dallas market. I found it interesting that everyone got to select their own furniture. They had a warehouse, and after you were hired you went and selected your own desk, chair, etc. to personalize your own office. Retention at Mary Kay was AMAZING and it started with empowering new employees to furnish their own office. GENIUS, if you ask me!
What is the first impression of your office when a candidate arrives for an interview?
Are employees allowed to “personalize” their offices? If not, why? Individuals spend more time at work often than they do at home. Does the look of your environment matter – the answer is YES!
TIP SEVEN – BRAINSTORM WITH YOUR EMPLOYEES
There is nothing more motivating that to know your opinion is valued. The best way to accomplish that is by holding quarterly “brainstorming” sessions with various groups of your employees. So often we hear a “lack of communication” or a lack of “being in the loop” as reasons for leaving. Our clients often feel if there is a company newsletter, there IS communication. While it is a step in the right direction, it is a good idea to ask for ideas and then reward the best ones that are put into action!
TIP EIGHT – KNOW THE ONLY CERTAINTY IS CHANGE
Change can be very traumatic unless your employees are “ready” and see the “WIIFM” of the change. Present change as positive and embrace change yourself!
TIP NINE – NIP NEGATIVETY IMMEDIATELY!
One employee can not improve morale but one extremely negative employee can definitely BREAK morale! You know who I’m talking about – the person who comes into the office and SUCKS THE OXYGEN right out of the room!
If you don’t handle this it will SPREAD and can ruin the morale of an entire office!
TIP TEN – FOCUS ON “SOLUTIONS” vs. “PROBLEMS”
It is critically important to focus on solutions vs. problems. This is also something that should be discussed during initial interviews – your organization is solution oriented! When an employee discusses an issue you with – ask them what solution they have come up with. This will alleviate many problems before they become issues, by having your employees focus on solutions vs. the problem.
BONUS ATTITUDE-UPS TO SHARE WITH YOUR EMPLOYEES:
1. No one can ruin your day without your PERMISSION
2. Most people will be about as happy as they decide to be
3. It’s always too SOON to quit
4. All people smile in the same language
5. Be what you want others to become
6. The point of living is to believe that the best is yet to come!
