Thursday, December 29, 2011

10 Tips For Motivating Your Employees

1. You can’t actually motivate the employees. What??!?? I understand this first tip seems just a little counterproductive, but bear beside me. You see, motivation is internal, not external. You are able to motivate individuals with carrots and sticks for some time,
but it can’t last. Long-term, people need to motivate themselves. You aren’t powerless, however, because motivation originates from inspiration. So offer your people inspirational goals and they’re going to take on the task of motivating themselves.

2. Create a motivating environment. What’s it like at the business? Do people hit the floor running on Monday mornings, or will they live for the weekends. Your working environment includes a greater effect on your productivity than it may seem. The thing is, watch has a culture. But many have evolved through happenstance and that is far too risky a method to grow your company. From your office décor for your meeting schedules will effect your environment, so assess the impact of each and every move you are making on your culture watching your productivity soar.

3. Involve the employees in decisions affecting them. The employees don’t simply want a job; they would like to be part of some thing. So allow them to. It’s a win-win scenario for everyone. Your employees win as their work becomes fulfilling, and also the company wins, since it benefits from the contributions in excess of just those towards the top of the organizational chart.

4. Share your plans for future years with your employees and obtain them active in the process. If inspiration is paramount to employee motivation, then keeping the employees in the dark about your plans for future years is a sure-fire method to kill your company’s potential.

5. Hire motivated people. Brian Scudamore, president and founding father of 1-800-Got-Junk?, says “we don’t motivate our people, we hire motivated people”. Screen candidates carefully, to check out a history of productivity. Technical skills alone will never be a good enough reason to provide someone employment.

6. Encourage independent thought, creativity and initiative. At Wardell, you will find there’s weekly meeting to go over our progress like a company. Most people are expected to participate and contribute. For instance, one of our agenda items asks each consultant to show something of worth to the remaining group. Its not all idea will probably be as helpful because the next one, but by encouraging this kind of “teaching environment”, we keep everyone growing within the right direction.

7. Profit share. Generally, money is an undesirable motivator if you have nothing else opting for you, however it can be a great supporting tool once you have your people aboard. Profit sharing, obviously, is only one of numerous ways you may do this, but used properly it may be extremely effective. Whether you are offering your employees company shares, options, an added bonus based on clearly defined goals, a portion of your margin, or perhaps a percentage of your profit, what matters most is they don’t feel powerless to affect its outcome. The aim of a bonus would be to support the employees feeling of ownership for his or her work.
Being an aside, steer clear of the dreaded “Christmas Bonus” if possible. Any amount of cash given in this manner will be appreciated the very first year, but will ultimately be seen being an entitlement. Then, in case you have a bad year and can’t afford to offer it, rather than understanding, you will get resentment.

8. Offer varied and interesting benefits. Benefits, unlike bonuses, form a part of an employee’s compensation package. And therefore, represent a chance to impact your working environment. Certainly, standard benefits for example medical and insurance can be area of the package, but think away from box too. For example, you could negotiate a price reduction for your employees in a local health club or restaurant. Our clients has negotiated a price reduction for his employees in a local course.

9. Fire unmotivated people. It’s as vital to get the right people about the bus because it is to get the wrong people from the bus. It might sound harsh, but when you have anyone on your side that you would not re-hire because of the opportunity, make them go away as quickly as possible. It is the right move to make. If you’re unhappy with them, odds are they’re not happy either.
This isn’t to say you should not give people an opportunity, but don’t enter the trap of attempting to motivate somebody that simply can not be motivated. If the employee isn’t inspired with a future together with your company, free these phones find a place that meets them better.

10. Thank the employees for a nice job. For a diligent, dedicated employee little is much more important than genuine appreciation. Demonstrate to them that you notice how hard they work and they’re going to go to the mat for you personally each and every time. Never underestimate the need for a “thank you”. In case your employees don’t feel appreciated, they’ll leave the moment someone offers them more income, but if they love their job, it will require more than a few dollars to lure them.


  1. Namhskar
    Thanking Practice Appreciative Attitude
    Lesson daily practise of being positive
    These are thoughtful aspect
    Yoga Pranayam and Meditation enhances this awareness to make it habit
    Once habit it si automated actaivated the motivation
    Let us share more with example how we achieved in our life

  2. I would also like to add that it is important to hire someone who is enthused by the industry he will be joining. You can be a good salesperson, but if you are hired to sell phones when your real interest is music and selling instruments...this would be very tough for everyone.

  3. Love all the thoughts - and Maria's are more honest and straightforward than most ... and it's refreshing not to see too much politically correct jargon. But the one thing nobody ever seems to mention is the utterly vital, key point in the owner (or exec)/employee relationship. That is the simple truth that walking about and taking a genuine interest in your people - and making the time to perch yourself on the edge of an individual's desk or within a team just for a few minutes regularly - will tell you more about morale and motivational triggers than a heap of points 1-10 ever can. And if the relationship is right, it will also tell you more about your business than a library full of dashboards. Size matters, of course, as does a multi-site environment: but the principle is the same. It's just a case of getting your (very few, I hope) management tiers thinking that way. Now look around your well-informed, briefed, all-together workplace and be honest about how many of the intermediate management - let alone the exec level - actually know their people that well. Best wishes for 2012.

  4. Key is to never use the term "employee". use the term partners. No one want's to have a formal boss. Make the people helping you succeed a mutual benificiary of your success and you can't lose.