24 carrot mgr presnt...12.03.10

8/6/2019 24 Carrot Mgr Presnt...12.03.10

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After years of being driven forwards by fear and intimidation,troops(employee) arent willing to fight the battle anymore. They are leaving theranks to join a growing number of recruits at firm that lead with CARROTs

ADRAIN GOSTICK and CHELSTER ELTON.The highly acclaimed authors present how a great leader can effect humanpotential, creating success in either good economies or bad. Providing strategiesand solution for the today's manager. On how to improving employeecommitment and profitability through strategically acknowledging employeeeffort.

How is it done?

The answer is deceptively simple: with CARROTs.

In the 24-CARROT manager. The authors have redrawn the boundaries onhow executives should use rewards and recognition to unleash their

organization human potentialWHAT IS CARROT?

As best known to us ,CARROTS is a natural long pointed orange root orvegetable which signify an award. CARROTS, in our terms, are effective rewardsand recognition. Its what your employee are craving. And its that hunger forrecognitionthat drives them to leave for another job


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How to choose the right reward for each employee. How to time the giving of a reward to motivate

performance

How to effectively present rewards

How to motivate employee to work harder and smarterwith the companys goals in mind

When to give praise in private

When to make it a public celebration

When to motivate customers beyond satisfaction.


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APATHY (spirit of not being interested on the job)LOW MORALMASS TURNOVER. (loss employee)UNSAFETYLOW VALUE.

.


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it not only top performer care about recognition.

Leaders must understand, inspire and reward 20% topperformers

be sure you feed the 70% high-performance with carrot tomove upward.

Given employees the recognition they needed and watch theimpossible turn into the probable.


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more than 60 years ago, LAWRENCE LINDAHI asked employee to rank thereward of their job, then MANAGER to rank what they thought employee

wanted.MANAGER thought is good wages and job securityat top list. Employee prove MANAGER wrong by putting feeling appreciated as no.1 inthe list and recognized, to feeling "in on things.

Survey repeatedly 1990s and result was same.its was shown clearly in year 2000 that only 24% of MANAGER werestrategically using reward as a means of engaging workers. To improveperformanceor reduce turn over essential element in global economy of healthy companyCARROTs are the ultimate power launch.

givingyour first comment to employee might make you feel a bit out place. how to present reward and recognition may be hard to some MANAGERS.Labour pain.

vegephobia(The fear of CARROT).


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I dont want to get too familiar with my employee.what s in for me? I dont have time. I dont want to play favorites.

The activity will lose meaning: by simply say I love you.They will take advantage of me.Other MANAGER arent doing it.They will expect more recognition: you reap what you sowtruer today than before.


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Ask the right question to find the perfect award.

Build a team not committee.

Tell a reasonable story that relate to the goals and vision ofthe company.

be an observant.

Walking around and make note for potential recognition.

notice something great, say so immediately .


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HERE IS SIMPLE EXAMPLE OF PAYING ATTENTION.

GARRET BOONE. CEO of the container store,watches weekend store receipts, come in on Mondaymorning and then personally send hand written notesof praise to the best-performing manager and staff. And,

if an individual does something remarkable that helpsmeet the cooperate goals, he will send a company widevoice or email recognizing that person.

BOONE says the result of creating this kind ofculture speak for themselves. The container storesturnover rate is about one quarter of the industryaverage. sales have typically increased by 20 to 25% per

year and in 2001 the company was chosen by fortune asthe best company to work for in America an honor

rarely bestowed on a retail company.


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By identifying the right award to the right performanceAttached value to the gift

avoid a thoughtless award because it can lead to bad taste in anemployee, mouth

Compute the actual cost of turn-over.

KATHE FARNS. began working for a bank. She started nearthe bottom of the corporate ladder, answering phones, doing awhopping. During a promotion to cross-sell mutual funds, she wasable to bring a whopping $ 1.2 million into the bank.so what did they give me ask KATHE. she Scotts and answer herown question: a mug

KATHE. Shakes her head incredulously a MUG she repeats, doyou think I or anyone who worked around me ever sold mutualfunds again of course not. In some cases, a MUG would be a finereward for a simple job well done. It is certainly possible to take anobject of little value and make it more valuable. but for KATHE whohad obviously gone above and beyond what was expected in herposition, a MUG was a very poor reward. She wanted somethinglasting to remind her of that remarkable achievement


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Say "thank you.

Send a letter of praise to him or her spouse/ family.

Volunteer to do his least favorite task

Remember their special days (birthday, anniversaries)etc. an write a message in a card.

Have a departmental break in honor of him or her

Give him or her a standing ovation from the entire team

Bring him or her a cup of coffee or favorite morningbeverages

Buy launch for him or her and three or four co-worker ofhis or her choice.

Give her a three home maid service.


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Give him a pass for a couple of hours off to attend a child

school activities.

Give him or her tickets to a ball game.

Ask him or her to be a mentor to a new hire.

Have a monthly breakfast meeting in an outsidelocation, invite your team share ideas and recognize atleast one person.

Develop a year-end award for those in yourdepartment who have gone above and beyond on aconsistent basis.

Make your formal anniversary, performance, sales andsafety awards as meaningful as possible. Awardpresentation should be, some of the most memorableexperiences in your employees work lives.


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Carefully think about what you will recognize in your team.

Make sure to tie recognition to your companys goal and

value.Come up with a fun tradition that you can start for your

employee, what ever the tradition, keep it going and keep itfun.

Sit down today and map out certain points throughout thecoming year when your team may reach realistic groupmilestone. Then plan and budget for celebration.


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SEVEN SHORT WAYS TO BUILD COMMITMENT

.NO PAIN

NO GAIN

CARROTIMPROVE

YOUR EYE

SIGHT

PICKYOUR

CARROTWISELY

Recognizing the right behaviorNotifying The Great Thing And Say It Out.

Help To Direct And Motivate Your Coreperformer.

Feeling appreciatedAttached value to the giftRemember your employee anniversaries

ITS ALL INTHE

PRESENTATI

ON

Praise must be specific

Recognition in private and in public

Scarifying the time to unleash the potentials.

Build a culture, or financial reward.Face the difficult at first


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MAKE FORMALMILESTONES

WORTH,REMEMBERING

Make the most of your company formal corporateaward be for, safety, and others.servicesLet it be opportunity to bond an employee to you and

your team.

KEEP ONGROWING

At least every seven days

Dont wait until a year end

Dream your high top performanceFocus recognition on the kinds of behaviorsMake employee more efficient and work group moreproductive

KEEP YOUREYE ON THE

HARVEST


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After sinking my scarce time into this book i learn,

if you manage people, carrots is most key formula to use in

order to make a big difference in your work and in your life.

So take a hard look in the mirror and ask yourself, how you can

recognise the fairest of them, learn to recognition youremployee for their efforts, thank them often, and reward their

achievements.

You can awaken them from their anger and apathy and they

will fall in love with their job again!


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THANK YOUTHANK YOU

24 carrot mgr presnt...12.03.10

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