0 Bewertungen0% fanden dieses Dokument nützlich (0 Abstimmungen)
92 Ansichten1 Seite
Low productivity, high absenteeism, lessened loyalty and high turnover keep businesses from performing optimally. As a small business you're in a better position to keep your team motivated. For this to be meaningful you must take action; inaction can be the fastest way to de-motivate. Share the vision, direction and current standing of the business with your team.
Low productivity, high absenteeism, lessened loyalty and high turnover keep businesses from performing optimally. As a small business you're in a better position to keep your team motivated. For this to be meaningful you must take action; inaction can be the fastest way to de-motivate. Share the vision, direction and current standing of the business with your team.
Copyright:
Attribution Non-Commercial (BY-NC)
Verfügbare Formate
Als PDF, TXT herunterladen oder online auf Scribd lesen
Low productivity, high absenteeism, lessened loyalty and high turnover keep businesses from performing optimally. As a small business you're in a better position to keep your team motivated. For this to be meaningful you must take action; inaction can be the fastest way to de-motivate. Share the vision, direction and current standing of the business with your team.
Copyright:
Attribution Non-Commercial (BY-NC)
Verfügbare Formate
Als PDF, TXT herunterladen oder online auf Scribd lesen
Motivate Your Employees and Uplift Your Bottom Line
U nder-whelmed employees cost busi-
nesses money. Low productivity, high absenteeism, lessened loyalty and high turnover keep businesses from identifying problems and considering solu- tions. Most importantly, for this to be mean- ingful you must take action. Your inaction can be the fastest way to de-motivate your cycle of failure, low self-esteem and chronic under-achievement. Encourage people to try new things and express suggestions that they think will improve business. performing optimally. Don’t think so? Con- team. sider what it costs your company in labor Leave Room For Some and direct cash every time you have to hire Let Them In Learning Mistakes and train a new person. Businesses, like sports teams, need cheerleaders and to Be sure to share the vision, direction and Studies show that chastising an individual win you have to take the role of motivating current standing of the business with your for a mistake can lead to a never-ending your employees seriously. team. After all they’re the people who im- cycle of failure, low self-esteem and chronic plement the ideas, policies and procedures under-achievement. Encourage people to Believe it or not, as a small business you’re that make your business successful. But try new things and express suggestions in a better position to keep your team moti- people don’t want to feel like “doers”, they that they think will improve business. vated. Contrary to traditional thought, want to feel like participants. Schedule money is not what matters to most to em- regular meetings to check in on the status Reward People For Their Performance ployees. Recent surveys indicate that peo- of the business according to its goals and ple rate “interesting work” as their top pri- directions. This may be quarterly, semi- Sales professionals have been using this ority. This is closely followed by employees annually or annually. You decide what is system forever. feeling appreciated, recognized for a job appropriate. Imagine if you were guaranteed a bonus well done and feeling “in on things.” As a For people to feel like their job matters, every year in the same amount as everyone small business, people often have to take they have to feel empowered to make cer- else. The incentive to perform your best is on multiple responsibilities, so keeping tain decisions that affect their ability to do decreased and relies solely on an individ- things interesting can be a natural conse- their job. For example, consider the person ual’s work ethic. By setting certain expecta- quence. who purchases office supplies in your busi- tions, acknowledging people for meeting Businesses that are known to have high ness. Do they have to get your permission, them and rewarding those that exceed team moral share several common charac- interrupt you or wait until you have some them, you instantly motivate your team. teristics: time to approve a purchase order to buy People feel they are treated fairly staples and pens? Would it be more effi- The employees feel valued and appreci- cient, productive and less frustrating to Solutions At A Glance... ated empower the person to buy supplies under In summary, this article deals with these issues: a set amount of money each month without The business makes a point to recognize waiting for your approval? Identify Any Obstacles To people for their work and performance High Morale Team members are paid a fair wage that Decide And Be Clear About What Let Them In meets industry standards Power Your Team Members Have People feel like they are doing important As touchy-feely as it may sound, activities Decide And Be Clear About work outside of work can help teams build What Power Your Team Here are some simple, easy-to-implement strong relationships with each other and Members Have ways you can motivate your employees: increase people’s enjoyment at work. Con- sider starting a company sports team, hold- Create Group Activities Out- Identify Any Obstacles To High Morale ing a social picnic or creating an outing to a side Of Work local amusement park or concert. Let your team know that they matter to you. Leave Room For Some Hold a meeting or set aside some time Create Group Activities Learning Mistakes during a regularly scheduled meeting to Outside Of Work discuss any frustrations and potential im- Reward People For Their provements. It’s important not to let this Studies show that chastising an individual Performance become a griping session but as means of for a mistake can lead to a never-ending