Slides from a webinar I did for small business owners and managers on how to increase employee motivation. Section in the middle has some helpful hints on using the 4-drive model of employee motivation.
24. Reward your employees with appropriate and individualized tools, (i.e. a $20 gas card would not be a motivator for someone that telecommutes)
25. Make recognition a priority utilizing formal and informal methods – ensure you do this on a regular basis
26. Get creative, some of the best recognition is low cost but high in creativity
27.
28. Develop formal job sharing/rotation where peers learn other jobs on team
29. Understand that there is a human need to connect with others, remember to balance the perspective of employees ‘goofing off’
30. Organize a share and tell day, where employees get together and share what they do within the company and how their job fits into the bigger picture
31.
32. Create opportunities for your employees to cross train into other areas of the company that they might be interested in learning
33. Share fun/interesting magazines or journals with your employees, highlight interesting articles and then have them pass along to the next person
34. Set achievable but realistic stretch goals – have a goal setting meeting with employees
35. Resource: Work Motivation: History, Theory, Research and Practice by Gary LathumWe strive to COMPREHEND ourworld and feelCHALLENGED
45. To learn more… Follow on Twitter: @whatmotivates Great articles on our Blog: http://thelanterngroup.wordpress.com On the Web: www.lanterngroup.com Kurt Nelson e: kurt@lanterngroup.com p: 612-396-6392
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -
Focus – how do you get employees to focus on the things that are important to the organization when there are a multitude of elements that are distracting them or pulling them in different directionsPersonalities – no two people are motivated in exactly the same manner. My research on this highlights that different people have different motivational triggers. So how do we build programs that address this fact. Leadership – we have to deal with different levels of acumen regarding leadership. Individuals are greatly impacted by their immediate supervisor – how motivating this person is or isn’t can greatly impact a person or teams overall motivationCommunication – One very clear finding from my work has been the lack of clear communication – which leads to a lack of understanding about what rewards are, how they earn them, what they are supposed to do. As humans we tend to fill in a void – and typically not positively. Expectations – Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Employees are always looking at how this equation is playing out. What is important for this as well is that it is relative. So prior experience dictates how people see this relationship.Costs – there are costs associated with motivating employees – what is the ROI on programs and does it make sense to put programs in that will help with motivation if they don’t provide a return. What I’ve seen in this is that we often get focused on the cost of a program versus looking at its long term impact on performance. We lose that Environment – this includes past history, culture, the economy, competition. Companies that had to go through layoffs fully understand the impact that this can have on the overall motivation for a firmEmotion -