It is a costly mistake to get lost in the false theory that more money equals happy employees.
Believing this is costing you valuable time, revenue, employees…and even threatening your own job. Cash will always be a major factor in motivating people and a solid compensation plan is critical to attracting and keeping key personnel. But the key is that additional cash is not always the only answer and in many cases not even the best answer.
1. Recognition/Attention. When your employees accomplish something they have achieved something. Your recognition is appreciation for that achievement. I believe that most managers don’t give enough recognition because they don’t get enough. Therefore, it doesn’t come natural to do it. If this applies to you, you need to drop this excuse like a bad habit! Become a giver! Look at the price. Recognition is free!
2. Applause. A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift.
Using plaques or trophies is another effective way of applauding your people. Although “wooden applause” is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.
3. One-on-One Coaching. Coaching is employee development. Your only cost is time. Time means you care. And remember your people don’t care how much you know… until they know how much you care.
Whenever the emphasis is on positive feedback, I make sure to do this coaching in “public.” Whenever you recognize and encourage people in “public,” it acts as a natural stimulant for others who are close enough to see or hear what’s taking place.
4. Training. Is training ever finished? Can you possibly over train? NO and NO. For whatever reasons, too many people feel “My people have already been trained” or “I’ve got good people…they only need a little training.” But training never ends. Schedule “tune- up” training sessions. These should be led by you or by a supervisor with help from specific employees who show a particular strength in the skills taught. I know this takes time, but these types of training sessions will continually enhance the performance of your people and the productivity of your business.
5. Career Path. Your employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people.
Set career paths within your organization. Do you promote from within? I hope you can answer yes to that. Although specific circumstances require you to look for talent outside your company you should always first consider internal personnel. If you do this you are sending a very positive message to every one that there are indeed further career opportunities within your organization.
Take these tips on how to motivate your employees to do better work and feel better about the work they do within your company without having to raise their pay – You’ll be happy you did!
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