conference proceedings session 403

8/12/2019 Conference Proceedings Session 403

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Keys to Motivating Employees

Parcel Shipping and DistributionForum 2006

Wayne M. TeresTeres Consulting Inc.

teresconsulting.com

[email protected]


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Successful Motivation Programs

Best of class warehouse operations have

productive and motivated workers as a

result of successfully implemented

employee motivation programs


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Why Invest the Time and Effort?

Lower costs and lower employee turnover

Increased quality and productivity

increases profits

Low investment - High payback


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How Motivating are

Your Programs?

Do your employees feel adequately

recognized?

Do your employees get excited about

the program rewards?

Do your employees have input into

the rewards they receive?

Does your program drive the

behaviors that you desire?


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Program Essentials

Hire the right peopleHire smart Hire for attitude, dependable, motivated people

Southwest Airlines

Enhance desired outcome of theorganizationmotivate behavior toachieve corporate goals

Provide interesting work If tasks themselves cannot be fulfilling, team

collaboration or membership in a committee can beused to create interest and value at work


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Program Essentials

Recognizeemployees are motivated by

intangible rewards

Make people feel good about their current and

past accomplishment

Create cost effective programs

Provide visible feedback

Build on past programs success


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Program Essentials

You get what you reward!

Be sure you have clearly defined what you

want to get, then use rewards and recognition

to move toward those goals


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What is your Goal?

What outcome do you want

Make sure it is a global goal,

not a local goal

Example


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Why Rewards Fail

Excessive dependence on

monetary rewards

Lack of recognition value

Entitlements

Wrong things are rewarded

Delay De-motivators


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Excessive Dependence on

Monetary Rewards

Money is not the common denominator of

achievement

Money rewards are very costly, often

difficult to maintain and hard to take away

When people are striving for money, they

will often take the shortest and fastest

route to maximize their financial gain

often sacrificing quality


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Lack of Recognition Value

Few organization realize the importance ofrecognition and appreciation

Everyone wants to be recognized

Most workers feel unrecognized Recognition is the most cost effective

motivator

Highly motivator organizations celebratesmall successes


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Entitlements

Be careful with monetary rewards, they

become viewed as entitlements

Thanksgiving turkey

Mix up your programs to avoid the

entitlement belief


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Wrong Things are Rewarded

Rewarding the wrong things occurs often

Be careful what you ask for

Productivity example

Remember no matter what you say

verbally or written in your manuals, what

you reward is what you get

Ask yourselfDo the rewards we are

giving elicit the performance we want?


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Delay

Research disclosesDelay discounts any

reward

In most companies, rewards do not occur

promptly

For example, yearly profit sharing

Build instant recognition into your program

Rewards on the spot


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De-motivators

The most common is unfairness

Be constantly aware of them

Avoid the perception of unfairness Most de-motivators can be eliminated by

involving your workers when designing

your program


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Proper Motivation Program Design

Define the objectives of the program

What do you want to achieve?

Decide how you will measure it

Discover what motivates your workers

Decide what the reward should be


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Selling the Reward & Recognition

Program

Getting top management commitment

Communicating to the worker

Involving the worker People fear the unknown


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Communicating the Program

to the Worker

The Role of the Supervisor

Can make or break a program

Conditions

Standards are based

System is dynamic and will need to be

changedno surprises

When it will change

If business conditions change


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No Train, No Gain!

Training Greatest reason for failure

Employees wont understand Methods

Their Role What is expected of them

Supervisors dont know what is expected ofthem


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Quality Incentive Program

Calculating the Reward

Determine current status and what quality

errors cost

Identify the savings by improvement

Decide what percent to share with the

warehouse


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Quality Incentive Program

Benefit

Customer/Employees/Company wins

Advantages

Ease of administration

Promotes teamwork

Encourages teamwork


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Safety Program

Employee program to reduce work accidents

Accidents increase insurance and lost days

Measurement

Number of days without an incident

Program - Safety bingo

Every worker receives a bingo card

Each day without an accident a number is drawn

Prizes increase in value as number of days without an

accident increases


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Safety Program

Additional RewardsSafety Milestone,

say 100 days without an incident

On the 100thday, pizza celebration

Supervisors and Managers unfurling banners

and streaming confetti to celebrate

A celebration that was not forgotten

A memorable event

Celebrate milestones


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Gainsharing Programs

Gainsharing programs are group incentive

programs that reward employees when

targets like cost reduction are met usually

in a percentage split

These kinds of programs are self-funding


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Gainsharing Key Features

Typically paid out in dollars

Programs have no effect on base pay or

individual performance appraisal

Should have inclusion of financial, quality,

or productivity measure that

the individual has control of

Programs should be based on

improvements achieved


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Gainsharing Benefits

Can help organization achieve objectives

Can be a method of introducing pay

bonuses (rather than salary) to employees

May promote commitment to goals

Low cost

Self funding


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Gainsharing Challenges

Formulas and calculations may be difficult

to create and understand

Eventually reach a point in diminishing

returns

Could distract people from less measured

goals not rewarded by the system

Requires a shift toward team oriented

management style


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Pitfalls that Can Cause Failure

Lack of commitment from

top management

Poor communication with employees

Doing To rather that With

Installed on poor work methods

Doing it too quickly


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Pitfalls that Can Cause Failure

Lack of Supervisory support and involvement

Blindly copying another companys plan

Poor worker acceptance

Focusing on productivity and omitting quality

Failure to seek outside assistance when

necessary

Dont be afraid to get help You dont know what you dont know


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Top 7 Ways to Motivate a Worker

Personally thank them for doing in a goodjobone on one verbally in writing orboth. Make sure it is timely and sincere.

Take time to meet with the employee andlisten to themTheirs no substitute forface time when building relationships

Provide regular specific feedback abouttheir performance

Encourage new ideas and initiative


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Top 7 Ways to Motivate a Worker

Involve employees in decisions

that affect them

Recognize, reward and promote people

based on their performance. Deal with low

and marginal performers so they improve

or leave.

Celebrate successes!


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5 Ways to Keep Your

Program Exciting

Charts and Displays

You can not have enough

When using money issue separate checks

Team competition

Champion & celebrate success

Celebrate milestones Tee shirts and other recognition


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Low Cost Motivational Rewards

Pot luck lunch

Gift certificates

Post names of winners in warehouse

Achievement certificates

Write up winners in company newsletter

T-shirts

Free lunch

Gas cards


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Low Cost Motivational Rewards

Sporting event tickets

Coupons for gifts

Employee chooses reward

Wash the employees car

Give the person a two hour lunch

Extra time off Write a letter of praise


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In Summary

What gets measured, get done What gets measured and fed back

gets done well

What gets measured, fed back and rewarded

gets done repeatedly! Make common sense, common practice

Practice recognizing your workersand their achievements

Design your program to elicit the behaviorsthat drive your goals

Do not confuse simple with simple minded


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Thank You

Wayne M. Teres

Teres Consulting Inc.

teresconsulting.com

[email protected]
mailto:[email protected]:[email protected]

conference proceedings session 403

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