motivating strategies - welcome to cssea · motivating strategies ... with rewards/incentives ....
TRANSCRIPT
Motivating Strategies from Full Spectrum Leadership Series
2014 Fall Conference
CSSEA
Joan Deeks, PhD
OPTUM in partnership with
Advantis Consulting Group
Agenda 1. How are employees motivated at the workplace?
2. What is a key motivating strategy?
3. What are the top 5 non-monetary methods?
4. How do motivating strategies change behaviour?
5. Why employees stay or leave your organization?
6. What are 5 ways to ignite exceptional performance?
Role of the Manager/Leader
Creating a motivating culture
task
relationship trust
respect
knowledge
Motivation
…an act or process of giving
someone a reason for doing
something”
(Webster Dictionary)
1. How are employees motivated?
Motivation Internal
prompted from within
External
prompted from without
Benefits?
• More than expected
• Higher productivity
• Better relationships
• Greater loyalty
• Volunteer for tasks
• Encourage others
Straight forward…
• understand what employees want
• give it to them
Agree or Disagree?
What can leaders do? • Communicate clear expectations
• Listen to employee’s opinions
• Give recognition & praise
(Psychometrics Engagement Study, 2011)
Recognition
Central characteristic of the most successful managers
is that they provide their employees with frequent and effective recognition.”
The Carrot Principle, 2007
2. What is a key motivating strategy?
Recognition
Formal Informal
Formal recognition
Highlights & acknowledges
the contributions of individual and teams
Usually a structured process
with rewards/incentives
Formal Recognition
• In accordance with certain requirements
• Higher profile & company wide
• Special & limited in number
• Predetermined guidelines (consistency)
• Promise in advance (incentive)
•
Types
• Service or career achievement awards
• Retirement dinners
• Performance based
• Safety awards
• On the Spot awards (most effective)!
(Handout)
Group Discussion
Does your company have a formal recognition
program. Explain.
Do you feel the formal recognition programs
motivate employees?
What makes the program effective? What will
make it ineffective?
Informal Recognition
Everyday acknowledgement of actions
that support the company’s overall vision
Usually a spontaneous action with
little cost, if any
Informal Recognition • No defined guidelines
• Often more personal
• Usually easier to administer, quicker
• Given at any time
• Verbal…Nonverbal…Written
• Usually less expensive
• Practiced the least….
(Handout)
1. Managers personally congratulate
2. … write personal notes
3. … promote based on performance
4. … recognize publicly
5. … hold morale-building meetings
Implementing non-monetary
3. What are the top 5 … methods?
Two Common traits
• Manager initiated versus
company initiated
• Based on performance
Other studies (Psychometrics Engagement Study, 2011)
• Listen to employee opinions
• Communicate clear expectations
• Give recognition & praise
• Provide training & development
Mercer, What’s Working Survey, 2011
“Formal performance reviews but, …. it is
the manager’s [everyday] ability to provide
feedback, encourage discussion and drive
performance…”
Recognition
S incere & specific
T ailor recognition to the person
A cknowledge outcome
R ecognize often (when you see it, say it!)
S tate impact on you and company
Hi Alison, Thank you for great effort in helping the client/customer locate her purse. The client/customer was extremely upset. You were calm and took immediate action to look for her purse. Your approach was a wonderful example to other team members. You also clearly showed clients that “we care” about people at (our company).
Exercise
Think of an employee who did a great job
last week
Write out a note using the “STAR”
approach
(handout)
Take “10” checks We all love giving our opinions or ideas
Throughout the week, ask employees
opinion on different issues
Questions: 1. How are things going?
2. How is the team doing?
3. What is your thoughts on….(project, task)
4. Others……
Why recognition works?
4. How…strategies change behaviours?
Psychological needs
Security needs
Survival needs
Maslow’s Hierarchy Self
Esteem
Self Actualization
Great work gets repeated…
Positive feedback activates parts of the
brain.
Praise is both pleasing & it trains the brain to
repeat the behaviour that earned the praise. 12: The Elements of Great Managing
By Wagner and Harter
You get what you reward
Why employees stay Reference: Blessingwhite Research, 2013 – Top 5 reasons
My work
My organization’s mission
My career
My manager
My job conditions
6. Why employees stay or leave?
Why employees leave
• Limited recognition
• No career development
• Personality conflicts
• Limited authority
• Inadequate compensation
(Reference: Robert Half International)
Ignite exceptional performance by: (Where to from here?) 1. Open communication brings trust
“The ingredient that brings it all together!
2. Being visible
3. Solicit suggestions / opinions
4. Encouraging creativity
5. Recognition and reward on a REGULAR basis!
6. What are 5 ways to … performance?
Motivating Strategies from Full Spectrum Leadership Series
Thank you!
Joan Deeks, PhD
OPTUM in partnership with
Advantis Consulting Group