Incentive Programs  |   Managing By Intimidation
Reasons Jobs Do Not Get Completed  |   Delegate

   Many managers believe that employees only
      work for money or tangible reward.

   But, studies have shown that when asked,
      employees rarely list money at the top.

   Items like recognition, involvement in decision
      making -- interpersonal rewards.

   Doubt this??  Then create a no-name, short
      survey and ask all your employees.

   Low morale costs money ...motivated
      employees make money.

Incentive Programs

   People perform better when their efforts are
      rewarded.  There are many non-financial rewards.

Such as:

   public praise

   opportunity to expand their job responsibility

   extra days off

   something monetary (e.g. savings bond)

   Employee recognition and treatment is just as
      important as money.

   Companies have discovered relatively
      inexpensive ways to reward employees.

   More examples:

   Fines to late employees are distributed
      to those who arrive on time

   Management/ white collar staff spend
      one to two days a year working on the "line: or "floor"

   Free lunch in company cafeteria
      (or local restaurant) on employee's birthday

   If you have run out of new ideas  --  go to the
      source -- ask your employees.

   No one knows better than the employees, as
      to what will incent, reward, or motivate them.

   Change the incentive  /  motivation rewards
      often or they become "old" and lose the
      original value and importance.

   Employees work harder and more effectively
      in a humanized environment.  This is one that
      treats employees as individuals.

   Some qualities of this type of environment includes:

   Open communication between
      employees and management
      (Remember: "Actions speak louder
      than words")

   Opportunities for advancement whenever possible

   Basic courtesies are standard for all
      levels and between all levels

   Pleasant and healthy work conditions

   Comparable salaries and benefits to other companies

   Healthy motivation appeals to and captures
      the interests, needs, desires and creativity the staff.

Managing By Intimidation

   Includes such actions as causing an
      employee to "lose face" in front of co-workers.

   Creating guilt only undermines motivation and
      eliminates staff loyalty and morale.

   Fear can definitely get some people to do
      what they are suppose to do.

   But for most employees a fear strategy
      is unproductive over the long term.

   Usually over time it will lead to lower
      morale which can adversely effect productivity.

   Does you firm reward people for getting things
      correct?  Or, does it only "punish" for being
      wrong; not doing things correctly?

   "Punishment" may correct situations and
      improve performance for the short-term ---
      but this effect will disintegrate over the long-term.

   Work for the solution to a problem -- rather
      than becoming obsessed with who caused a problem.

   If you find you dwell on who caused
      the problem, you are working backwards.

   By looking for a solution(s) You will be moving forwards.

   Employees who are not conditioned to
      place blame are quicker to "jump in"
      and get the solution corrected.

   When correcting a problem, look for
      ways to prevent the situation from
      occurring again.  Otherwise you will
      spend the bulk of your time putting
      out "fires" ...only to have them "pop
      up" again later.  When possible fix a problem ONCE.

   Some minutes invested now may save
      many, many hours over the longer
      term.

   Use "carrot" vs. "stick" to motivate.

Reasons Jobs Do Not Get Completed Correctly:

   Spell out assignments clearly. Employees
      often get incomplete information or
      conflicting messages about what they are to accomplish.

   When an work assignment is given:

   Give as many details as possible.

   Allow person time to take notes - or
      give notes/outline that they can fill in
      with their own notes.

   Employees are often too embarrassed
      to ask questions because they fear
      they might appear incompetent.

   Create an atmosphere that fosters employee questions.

   Give the option to ask further
      questions if problems arise.

   Do not assume that you explained
      everything thoroughly.

Delegate Whenever Possible

   Do not just issue an assignment -- take a risk
      and make the assigned person(s) take full
      responsibility for the successful execution of
      the assignment.

   Remember:

   There is more than one way to
      accomplish a task.

   The individual(s) may not go about
      it the way you would.

   An effective organization is built of
      employees who want to do their
      assignment -- and take on more
      responsibility.

Staff Motivation  |   Incentive Programs
Managing By Intimidation  |   Delegate
Reasons Jobs Do Not Get Completed





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