Motivating Employees

Theory and applications

The Power of a Smile

She smiled at the sorrowful stranger. The smiling seemed to make him feel better.

He remembered past kindnesses of a friend And wrote him a thank you letter.

The friend was so pleased with the thank you That he left a large tip after lunch.

The waitress, surprised by the size of the tip, Bet the whole thing on a hunch.

The next day she picked up her winnings, And gave part to a man on the street.

The man on the street was grateful; For two days he'd had nothing to eat.

After he finished his dinner, He left for his small dingy room.

He didn't know at that moment That he might be facing his doom.

On the way he picked up a shivering puppy And took him home to get warm.

The puppy was very grateful To be in out of the storm.

That night the house caught on fire. The puppy barked the alarm.

He barked till he woke the whole household And saved everybody from harm.

One of the boys that he rescued Grew up to be President.

All this because of a simple smile That hadn't cost a cent.

MOTIVATION

What is motivation?

MOTIVATION = Value of outcome x expectation of achieving it

Motivation is a desire to achieve a goal, combined with the energy to work towards that goal.

Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.

Motivation is the art of getting people to do what you want them to do because they want to do it.

WHAT MOTIVATES PEOPLE

External Rewards

• Salary

• Working conditions

• Benefits

• Environment

Internal Rewards

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

• Recognize achievements through programs that showcase performers.

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

• Have volunteer programs and other programs that enable employees to showcase their responsibility towards each other and the society at large.

• Recognize winners through awards like Service Quality Awards, Best Operations Awards, Best Trainer Awards, etc.

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

• Follow a system of feedback and performance appraisal i.e the 360o system in which both the boss and subordinate participate.

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth • Give a lot of importance to training and development and have various training academies to cater to various sections of employees.

• Analyze training needs to recognize competency gaps and impart knowledge through customized training programs.

WHAT MOTIVATES PEOPLE

• Employee engagement

• Challenging job profiles

• Keep them self-motivated

• Good projects

• Job rotation

• Job security / stability

• Good team, co-workers, bosses

In addition to the external and internal awards, have:

But what happens when there is not enough motivation among the

employees?

LESS or NO MOTIVATION = DEMOTIVATION

WHY PEOPLE LEAVE

Top Reasons why people leave their jobs

- Harvard Business Review

Learning Opportunitiesto learn new skills

Feedback, especially for stars

Coaching and feedback by managers

Bad Bosses

conflict with the boss as one of the top most reasons for the departure of top performing employees

In addition to:

• Job content

• Level of responsibility

• Company culture

• Caliber of Colleagues

• Low growth potential

• Lack of challenge

• Lack of autonomy

• Not enough money

• Work environment issues

THEORIES ON MOTIVATION

Maslow’s

McGregor’s

McClelland’s

MASLOW’S HIERARCHY OF NEEDS

Physiological needs(air, water, food, rest, exercise,etc)

Safety needs(shelter, job security,

retirement plan, insurance)

Love and belonging(children, friends,

partners)

Self esteem(fame, recognition,reputation, dignity)

Selfactualization(Confidence,

achievements,freedom)

MCGREGOR’S XY THEORY

MCCLELLAND’S MOTIVATIONAL NEEDS THEORY

ACHIEVEMENT AFFILIATION POWER

The belief that it is important to meet or exceed a standard of excellence.

MCCLELLAND’S: ACHIEVEMENT

Focus upon: Out-performing others Performing against internal standards of excellence Achieving unique or innovative accomplishments Long-range career planning

If you scored highest in Achievement:

You place importance on doing things better, faster or in new ways

You want to use time well and get frustrated by time-wasting

You can see organizational politics as a waste of time

Given the choice of doing something yourself or delegating, you would probably choose to do it yourself

Focus upon: Being liked, accepted and popular Concern about separation or disruption of relationships Seeing group tasks as primarily social activities

MCCLELLAND’S: AFFILIATION

The belief that establishing and maintaining close, friendly relationships is important

If you scored highest in Affiliation: You place highest priority on avoiding conflict and

maintaining good relations You are concerned about people’s feelings You take time to socialize at work and are in touch

the ‘grapevine’ If you had to delegate to someone who might resent

the extra work, you would most likely do it yourself

The value for Power can take 2 forms:

1. Personalized Power – used for self-benefit

2. Socialized Power – used for the benefit of others

MCCLELLAND’S: POWER

The belief that having an impact matters.

Focus upon: Feeling – or being perceived as – strong, effective and influential Taking forceful actions that affect people Giving unsolicited support or advice Influencing, persuading or making a point

If you scored highest in Power: You are most concerned with having impact on events

and people You make a point of understanding organizational

politics and influential relationships When used as socialized power and given the choice of

doing something yourself or delegating, you would prefer to let the other person complete the task so that they can learn and develop.

JOB TENSION

Achievement Affiliation Power

PersonalValues

Job Requirement

JobRequirement

Personal Values

Lo

w J

OB

RE

QU

IRE

ME

NT

S

PERSONAL VALUES

Low in Imp.

Not important to you+

Not necessaryin your job

=No Tension

Not important to you+

Necessary in your job=

Tension

Important to you+

Necessary in your job=

No Tension

Important to you+

Not necessary in your job

=Tension

High in Imp

Hig

h

JOB TENSION

A change in your personal or material desires

Exposure to new influences

The recognition of the negative results of your current values

Immersion in a new environment

DEALING WITH TENSION

HOW YOU CAN DO IT IN YOUR

ORGANIZATION

MOTIVATING

TRUST Respect, communication, credibility

PRIDE Work related to the person

CAMARADERIE Team building exercises, promoting team work, contests, create communities

PERFORMANCE APPRAISAL

How to evaluate your people?

Performance Appraisal Systems contain two basic systems:

Evaluation System Feedback System

• To identify the performance gap (if any).

• This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.

• To inform the employee about the quality of his or her performance.

• The appraisers also receives feedback from the employee about job problems, etc.

STRATEGIES FOR MOTIVATION

• Positive reinforcement

• Effective discipline

• Treating people fairly

• Satisfying employees needs

• Setting work related goals

• Restructuring jobs

• Base rewards on job performance

Five basic elements of executive compensation:

• Salary

• Short-term incentives

• Long-term incentives

• Employee benefits

• Perks

EXECUTIVE COMPENSATION

What it is

• Partnering

• Involvement

• Respect

• Individualism

EMPLOYEE ENGAGEMENT

What it is not

• Praise

• Merchandise

• Money

• Pat on the back

X

EMPLOYEE ENGAGEMENT

• Customized training programs

• Help people build trust, pride and camaraderie

• Develop high degrees of credibility in everything that we say and do

• Play hard, party hard

• Encourage community building

• Follow a good feedback and appraisal system

• Give everyone clear goals

• Maintain mentor-mentee relationships

• Follow shared responsibilities towards each other, client and the franchisee

Why is employee engagement important?

• Engaged Employees Loyal Customers Bigger Profits.

• If the staff are motivated then the customers will be happy

• The shareholders will then benefit through the company's success.

EMPLOYEE ENGAGEMENT

• Notice each individual

• Say Thank-you, even a smile can make a big difference.

• Make staff feel respected and valued

• Share your experience and knowledge

• Be confidence about people.

• Be honest and trustworthy

• Don’t take personal credit for their success

• Create a blame-free culture

• Set developmental goals

• Make work fun!!

TOP 10 TIPS

Thank you