Prized Possessions
Innovative ways for motivating employees!
Today’s evolved workforce needs things other than a handsome pay package to stay motivated. Employees are willing to jump ship for as little as 10% to 15% salary hikes. Organisations, which can attract, retain and motivate employees, emerge winners. Human resources are high priority in today’s global markets. It does not take much to have a motivated workforce, according to Gregory Smith- just motivating environments.
Three key factors for motivating work environments:
Positive work environment
Rewards for right behaviour
Employee involvement
Positive work environment
Positive work environments foster a sense of pride and purpose among their employees. Such organisations command employee commitment and satisfaction effortlessly. What does it take to create a positive work environment?
Explaining the “big picture” and how it influences employee growth
Providing feedback on employee performance
Making the employees understand the company’s expectations
Involving employees in decision-making, wherever required
Listening to their suggestions
Empowering them to do their jobs better
Encouraging them to learn new skills or improve old ones
Assigning them a mentor
Rewards for right behaviour
No money in the world can replace a compliment. Sure, it does attract talent through the front door, but it never prevents them from leaving through the back door. Most employees leave due to lack of praise and recognition. These two are critical elements in retention strategies. Catering to the basic human need to feel appreciated and creating consequences that foster such behaviour are important business secrets. Behaviour could be showing up for on time, perfect attendance or going beyond the call of duty. Rewards and recognition ensure such behaviour.
For instance, a retail store introduced a “peer recognition” programme called “My Shinning Star!” The form had a list of desired behaviours, such as,
Friendly and caring services
Flexibility
Teamwork
Cost-cutting
Employees had the power to reward each other for doing a good job. They had access to unlimited supply of “My Shinning Star” forms, so that they could intimate management about their co-workers good deeds. The forms once filled, went to the main office, where they were posted on the bulletin board.
An employee who received the highest number of such forms in a month received a special gift from the store manager. The forms were read aloud and both proposer and recipient were acknowledged.
A peer recognition and reward programme should have the FAST-FUN formula:
Focus on the behaviour to be rewarded
Avoid bureaucratic committees
Simplicity
Team ownership
FUN, entertaining and spontaneous
Employee involvement
It is not just employee “hands” that are critical for organisations; their minds, ideas and hearts, too matter. Employee involvement at all levels impacts morale, motivation and retention, positively. TD Industries in Dallas has a unique way of showing employee involvement. One wall in the office has the photographs of all those who were with the company for more than five years.
Conclusion
An equipment dealer was able to eliminate employee turnover by creating a motivating workplace, with the help of all the three key motivating factors.
Profit-sharing plan
Health insurance for family members
Savings bonds for the children of the employees when they get an “all A’s report card
Safety Bonus Programme, aimed at inculcating safe driving
Job rotation to minimise the “We-They” syndrome
The organisation has created a work environment where people enjoy what they do, feel they have a purpose and are able to reach their potential.
Related reading:
“Transforming Workers to Winners: How to attract, keep and motivate your workforce”;
Smith GP, Dec 2000.
From India, New Delhi
22Innovative ways for motivating employees!
Today’s evolved workforce needs things other than a handsome pay package to stay motivated. Employees are willing to jump ship for as little as 10% to 15% salary hikes. Organisations, which can attract, retain and motivate employees, emerge winners. Human resources are high priority in today’s global markets. It does not take much to have a motivated workforce, according to Gregory Smith- just motivating environments.
Three key factors for motivating work environments:
Positive work environment
Rewards for right behaviour
Employee involvement
Positive work environment
Positive work environments foster a sense of pride and purpose among their employees. Such organisations command employee commitment and satisfaction effortlessly. What does it take to create a positive work environment?
Explaining the “big picture” and how it influences employee growth
Providing feedback on employee performance
Making the employees understand the company’s expectations
Involving employees in decision-making, wherever required
Listening to their suggestions
Empowering them to do their jobs better
Encouraging them to learn new skills or improve old ones
Assigning them a mentor
Rewards for right behaviour
No money in the world can replace a compliment. Sure, it does attract talent through the front door, but it never prevents them from leaving through the back door. Most employees leave due to lack of praise and recognition. These two are critical elements in retention strategies. Catering to the basic human need to feel appreciated and creating consequences that foster such behaviour are important business secrets. Behaviour could be showing up for on time, perfect attendance or going beyond the call of duty. Rewards and recognition ensure such behaviour.
For instance, a retail store introduced a “peer recognition” programme called “My Shinning Star!” The form had a list of desired behaviours, such as,
Friendly and caring services
Flexibility
Teamwork
Cost-cutting
Employees had the power to reward each other for doing a good job. They had access to unlimited supply of “My Shinning Star” forms, so that they could intimate management about their co-workers good deeds. The forms once filled, went to the main office, where they were posted on the bulletin board.
An employee who received the highest number of such forms in a month received a special gift from the store manager. The forms were read aloud and both proposer and recipient were acknowledged.
A peer recognition and reward programme should have the FAST-FUN formula:
Focus on the behaviour to be rewarded
Avoid bureaucratic committees
Simplicity
Team ownership
FUN, entertaining and spontaneous
Employee involvement
It is not just employee “hands” that are critical for organisations; their minds, ideas and hearts, too matter. Employee involvement at all levels impacts morale, motivation and retention, positively. TD Industries in Dallas has a unique way of showing employee involvement. One wall in the office has the photographs of all those who were with the company for more than five years.
Conclusion
An equipment dealer was able to eliminate employee turnover by creating a motivating workplace, with the help of all the three key motivating factors.
Profit-sharing plan
Health insurance for family members
Savings bonds for the children of the employees when they get an “all A’s report card
Safety Bonus Programme, aimed at inculcating safe driving
Job rotation to minimise the “We-They” syndrome
The organisation has created a work environment where people enjoy what they do, feel they have a purpose and are able to reach their potential.
Related reading:
“Transforming Workers to Winners: How to attract, keep and motivate your workforce”;
Smith GP, Dec 2000.
From India, New Delhi
i really enjoyed reading the article. it’s informative and again reminded me about the various factors influencing employee motivation :)
From India, Hyderabad
From India, Hyderabad
Hi Hari,
Would be great if you can share few more ideas on motivation. I need to start something where I can involve all the employees and that also on Monthly basis so that it can become a regular exercise. This initiative needs to be taken as employees are generally feeling low in morale these days
From India, Pune
Would be great if you can share few more ideas on motivation. I need to start something where I can involve all the employees and that also on Monthly basis so that it can become a regular exercise. This initiative needs to be taken as employees are generally feeling low in morale these days
From India, Pune
Hi Hari,
As Always you have provided us with some real and practical insights!
I am sure that these tips will go a long way in making organization's realize that employee engagement is not only about organizing dance parties or sending birthday e-cards...
It is more about involvement, sustainable enjoyment and a positive environment!
Very soon, we at Human circuits will pass around some tips and activities that were created in a group activity called "Think Tank" We learn, We play!
These activities are novel and unique ideas on how organizations can positively engage their employees
Regards
Kenneth Lewis
09004038788
From India, Mumbai
As Always you have provided us with some real and practical insights!
I am sure that these tips will go a long way in making organization's realize that employee engagement is not only about organizing dance parties or sending birthday e-cards...
It is more about involvement, sustainable enjoyment and a positive environment!
Very soon, we at Human circuits will pass around some tips and activities that were created in a group activity called "Think Tank" We learn, We play!
These activities are novel and unique ideas on how organizations can positively engage their employees
Regards
Kenneth Lewis
09004038788
From India, Mumbai
Dear Hari
At the outset let me thank you for such a wonderful post. Let me introduce myself.
I work as HR Executive with a IT Firm. As I moved into Generalist role very recently from recruitment I have to carry out 1x1 discussion with employees which is part of my role.
Many a times the employee's primary concern wouldnt be on compensation but the manager states so to us while giving an update. Need your inputs as to how can I gauge the real concern of the employee while having a discussion with him/her.
Thank you.
Regards
Radhika Rao
From India, Bangalore
At the outset let me thank you for such a wonderful post. Let me introduce myself.
I work as HR Executive with a IT Firm. As I moved into Generalist role very recently from recruitment I have to carry out 1x1 discussion with employees which is part of my role.
Many a times the employee's primary concern wouldnt be on compensation but the manager states so to us while giving an update. Need your inputs as to how can I gauge the real concern of the employee while having a discussion with him/her.
Thank you.
Regards
Radhika Rao
From India, Bangalore
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