Ideas for Motivating Employees

As I mentioned in my previous blog entitled "Employee Motivation - You Can't Push A Rope," I had promised to offer some ideas of ways to motivate employees. 

Engaging an Employee's "WANT TO"

Remember, that you cannot make an employee work; you can only influence his "WANT TO" work.  There are 3 dimensions of an employee:  His Hands, His Heart and His Mind.  If you want to engage his "WANT TO," then it should not be focusing on engaging his Hands.  It's all about engaging his Heart and his Mind. 

Fullfill His Heart

Employees are human.  Humans are emotional creatures.  We seek acknowledgment, involvement, and a sense of belonging.  This is the very core of what turns on the Heart.  Some ideas of ways to recognize employees:

• Paycheck Notes:  Every so often, before passing out paychecks to the individuals on my team, I'd write a personal handwritten thank you on the back of the envelope of each of their checks.  The message was thanking them for a particular action or behavior that I noticed during the course of the week.  I told them what I noticed, why I appreciated it, and how it impacted the business or others.  What a nice way to associate pay with performance!  You know what?  They appreciated the special message and I guarantee they showed their spouse what I wrote when they got home. 

• Remember Their Birthday:  Make a note in your planner (I-phone, Droid phone...whatever....) of your team member's birthday and recognize them when it's their birthday.  Get some helium balloons, a birthday card, or make up a poster announcing "It's Jane's Birthday Today!"  Send an email acknowledging this day.  As a kid, outside of maybe Christmas, my birthday was the most important day of the year to me.  It comes consistently on the same date year after year, and I don't forget it.  As a boss, you shouldn't forget it either. 

• "U-ROCK" Award:  Here's a simple way to spread a little recognition around.  Pick up a landscaping rock and paint it white (or your company's color scheme) and then paint a large "U" on it.  Hand it to someone that you noticed has done something special.  Tell them, "You Rock...I noticed you (fill in the rest)."  Tell them that they need to keep the rock for 1 day and then pass it along to someone else who "Rocks" by doing something special. 

Engage Their Minds
I've heard supervisors snidley comment, "I'm not paying you to think!"  How horribly narrow-minded these supervisors appear to be.  Your employees spend their entire day working with your product/services and they are constantly thinking.  Many of them are thinking of ways that they could improve the product, process, system or service.  Many of them have seen better ways to skin the cat.  But if a supervisor neglects to tap into this resource, he is losing a huge opportunity.  Furthermore, employees who are told not to think will resort to robot-like behaviors and you will have lost the opportunity to motivate/engage them.  Here's some simple ideas: 

• Involve Them:  Whenever I've had to make a decision that had impact to the team, I'd bring them in to the fold, tell them what was on the table for consideration and let them offer their opinion.  I may not have followed their recommendations every time, but I ASKED them.  Why not include your employees in decisions where they have a stake in the outcome?  They are more likely to buy-in and support the decision, even if it wasn't their first choice, because they were consulted. 

• Give Additional Responsibilities:  Yes, this aligns to the "No Good Deed Goes Unpunished" philosophy, but truthfully, employees are honored when you believe in them and in their abilities.  Show them you have confidence in them by presenting them with a special project to work on.  Make sure that you hype it up with compliments in their capabilities and your complete confidence in them.  And when the project's done, don't forget to recognize them when they knock it out of the ball park!   

For additional ideas, you might want to pick up Bob Nelson's best seller, "1001 Ways to Reward Employees" which is chocked full of low-cost, creative ideas that companies around the world have implemented to motivate and reward their team members.  Amazon has the book for under $10.  

Summary:  To engage the hearts and minds of your team members, show them a little courtesy, kindness, and appreciation.  They don't usually cost much to do, but result in amazing engagement.  What ideas do you have for recognition?  I'm curious to hear what you've found worked well. 

Kathleen Lapekas - PHR
Action HR Consulting
For Personal Attention to Personnel Matters...
http://www.actionhrconsultant.com/

Employee Motivation: "You Can't Push a Rope!"

I often encounter business managers who are perplexed with how to keep their employees engaged and motivated. 

I enjoy coaching managers on this topic, largely because I came from the floor as an operator a long time ago.  That experience has given me a "unique perspective" -- I understand how the average "employee" views his/her employment experience. 

Some Lessons Learned

• I learned how management a lot of times talks AT the employees, rather than TO the employees.  What a difference it makes when you talk to your employees, and ask them what they know, what they like, what they want, and what they would change!

• I learned how efficient the good old fashioned "rumor mill" is when it comes to passing information along.  Good managers recognize that the best antedote to gossip and rumors is to keep the employees informed and "in the know" as much as possible.

• I also learned how important the "small stuff" really is to the employees.  Fixing a "small mistake" on an employee's paycheck may seem to be a hassle and a low-priority compared to all the other things that need your immediate attention, but the employee counts on his paycheck to be accurate and correct every time.  He banks on that money to be there on-time.  Fixing that little error immediately makes you a hero in his eyes.

You Can't Push a Rope!

Here's some advice for those of you who are struggling with getting your employees engaged and motivated.  You can't MAKE someone work; you have to make him "Want To" work. 

Sure, you can stand over him all day long, and he'll work while you're standing there.  But as soon as your back is turned, he will goof off.  Why?  Because you haven't focused on what makes him WANT TO work.

Mildred Ramsey, author of The Super Supervisor stated:

"An employee has 3 dimensions:  His Hands, His Heart and His Mind." 

Let me let you in on a little secret...His "WANT TO" is not in his hands! It's in his mind and in his heart.  If you engage is heart and his mind, you'll engage his "WANT TO."  He will work at an unbelievable pace and quality if he "WANTS TO." 

Typically, management is more interested in what their employees are DOING, and less interested in what they are FEELING or THINKING.  If you are only engaging the employees' hands, you have only 1/3rd of his potential!

If the boss doesn't consider his peoples' feelings in his day-to-day dealings with them, their HEARTS won't be in their work.  If the boss doesn't even consider their INTELLIGENCE, they will not be interested in their jobs.  The result will be poor job performance every time.

Summary: 

The principles of motivation are really about engaging an employee's "WANT TO" in his everyday work.  Next time I'll share with you some practical ways to do this that won't cost you any more time or money, but will reap enormous benefits!

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters...

http://www.actionhrconsultant.com/

"Right-To-Work" vs. "At-Will" Employment

So, What's All The Fuss?

I am committed to educating anyone who's interested in learning about what all the fuss is about "Right-to-Work" legislation.  It seems this has really been a topic of consternation and a source of heartburn amongst the constituents of Indiana.  Let me see if I can shed some light, rather than scare everyone into emotional havoc.

The Right to Have Choices....

"Right-to-Work" means that employees have the right to choose if they want to join a union or not join a union in a company that is unionized.  Some states, like Michigan, and presently Indiana, are NOT considered a "Right-to-Work" state.  This means that if a company were to become unionized, the employees will have to join the union or they can no longer work there.  So, under these provisions, employees who want to work at a plant that is unionized do not have a choice.  Join the union or go work somewhere else.  That's all it means. 

Passing "Right-to-Work" legislation gives employees a choice.  A choice if they want to join or not join...pay or not pay union dues...but either way, they can work at the company.  What makes our country so great is that we have choices.  I fully support legislation that supports choices for people on either side of the fence. 

How Does That Relate to "At-Will Employment"?

Many people confuse this term with "Employment At-Will."  At-Will employment means that the employer and employee both retain the right to hire or terminate employment with or without cause and with or without notice.  Indiana is already an "At-Will Employment" state.  Don't be confused, though:  Employers are still legally bound to ensure strict adherence to non-discriminatory practices when hiring and terminating.   

Summary: 

Right-to-Work legislation is about ensuring that all workers have a choice.  The legislation supports the right for an employee who wants to work at a place of employment to decide for himself/herself if joining a union is right for them.  If you're still a little confused by this, consider going to Google and entering "Right-to-Work legislation."  See what it may tell you.  Read both sides of the argument and make your own INFORMED decision. 

Kathleen Lapekas - PHR
Action HR Consulting
For Personal Attention to Personnel Matters...
www.actionhrconsultant.com