Motivating Strategies - Welcome to CSSEA · Motivating Strategies ... with rewards/incentives ....
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Transcript of Motivating Strategies - Welcome to CSSEA · Motivating Strategies ... with rewards/incentives ....
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Motivating Strategies from Full Spectrum Leadership Series
2014 Fall Conference
CSSEA
Joan Deeks, PhD
OPTUM in partnership with
Advantis Consulting Group
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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?
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Role of the Manager/Leader
Creating a motivating culture
task
relationship trust
respect
knowledge
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Motivation
…an act or process of giving
someone a reason for doing
something”
(Webster Dictionary)
1. How are employees motivated?
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Motivation Internal
prompted from within
External
prompted from without
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Benefits?
• More than expected
• Higher productivity
• Better relationships
• Greater loyalty
• Volunteer for tasks
• Encourage others
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Straight forward…
• understand what employees want
• give it to them
Agree or Disagree?
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What can leaders do? • Communicate clear expectations
• Listen to employee’s opinions
• Give recognition & praise
(Psychometrics Engagement Study, 2011)
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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?
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Recognition
Formal Informal
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Formal recognition
Highlights & acknowledges
the contributions of individual and teams
Usually a structured process
with rewards/incentives
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Formal Recognition
• In accordance with certain requirements
• Higher profile & company wide
• Special & limited in number
• Predetermined guidelines (consistency)
• Promise in advance (incentive)
•
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Types
• Service or career achievement awards
• Retirement dinners
• Performance based
• Safety awards
• On the Spot awards (most effective)!
(Handout)
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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?
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Informal Recognition
Everyday acknowledgement of actions
that support the company’s overall vision
Usually a spontaneous action with
little cost, if any
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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)
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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?
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Two Common traits
• Manager initiated versus
company initiated
• Based on performance
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Other studies (Psychometrics Engagement Study, 2011)
• Listen to employee opinions
• Communicate clear expectations
• Give recognition & praise
• Provide training & development
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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…”
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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
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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).
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Exercise
Think of an employee who did a great job
last week
Write out a note using the “STAR”
approach
(handout)
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Take “10” checks We all love giving our opinions or ideas
Throughout the week, ask employees
opinion on different issues
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Questions: 1. How are things going?
2. How is the team doing?
3. What is your thoughts on….(project, task)
4. Others……
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Why recognition works?
4. How…strategies change behaviours?
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Psychological needs
Security needs
Survival needs
Maslow’s Hierarchy Self
Esteem
Self Actualization
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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
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You get what you reward
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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?
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Why employees leave
• Limited recognition
• No career development
• Personality conflicts
• Limited authority
• Inadequate compensation
(Reference: Robert Half International)
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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?
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Motivating Strategies from Full Spectrum Leadership Series
Thank you!
Joan Deeks, PhD
OPTUM in partnership with
Advantis Consulting Group