One of the best ways to motive your employees is to make them feel good about the jobs they’ve completed. This means offering thoughtful and genuine praise on a regular basis. The trick to extending praise, however, is to make sure your employees or team members recognize it as authentic as opposed to something you’re offering simply to make them feel better.

Here are some things to keep in mind:

1. When praising an employee for a job well done, make sure you specify exactly what it is they did that you liked or appreciated. Be as specific as possible so that they can identify the task and not only feel good about it but use it as a margin for future performances.
2. Make sure you praise your employee directly. Don’t send an email or mention it to another employee so that he can extend the praise on your behalf. Meet face to face or mention it in a group setting where the employee will feel appreciated.
3. Don’t wait for your employees or team members to ask you if you received their projects or have any critique. Extend your praise before they prompt you. Your willingness to stay on top of the game will show that you really did appreciate and care for the work they’ve done.
4. It may feel awkward, but make sure you praise your employees regularly. You may have an employee you don’t particularly care for on a personal level, but he deserves praise for a job well done as well. Get over your feelings of insecurity and do your job!

It’s important to make sure you are offering genuine praise as opposed to simply patronising your employees to make them feel better about their jobs. Don’t offer praise where it isn’t warranted – but offer it often when it is!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Courses

Click below for a:
Free email course “Improve your Management Skills”

Employees who feel appreciated are more likely to stay motivated and productive than those who feel neglected and unhappy. Motivating your employees by throwing in a few incentives doesn’t have to cost a fortune and can actually be fun. Here are a few things to consider:

Flexibility

Reward your employees for their hard work and dedication by giving them extra time off, flexible schedules, or part-time hours on certain days. This type of time-based incentive works well for your most mature employees because they’ve worked hard for years and may be looking to make changes. Being flexible will allow you to keep a great employee while motivating him to stay loyal and remain in the workforce as opposed to retiring early.

Flex time during the holiday season is another great incentive. Allowing your employees to flex their schedules a little will have a significant impact on the number of last-minute callouts you experience as people become stressed over shopping and holiday preparations.

Understanding

One of the biggest complaints I hear from employees is that their managers simply don’t understand how hard they have to work. Encourage your managers to give their team members a break by taking over their desks for an hour, half day, or even a full day. Your employees will feel appreciated and your managers will get a better understanding of how their employees feel as they work through their day to day tasks.

Take a Field Trip

Every once in a while, whether it’s once per quarter or twice per year, shut down for a half day and take your employees out to lunch, to see a movie, or even to the local arcade or bowling ally. Doing so will prove to your employees that you value their hard work and effort while at the same time promoting an enjoyable work atmosphere that your employees will look forward to each day. Some employees would rather earn a little less to work in a fun environment than take higher pay to work in a miserable place. Take advantage of your ability to promote a positive work environment.

All of these motivational techniques will keep your employees happy without you having to fork over cash in bonuses or extra pay. Your team members will appreciate your efforts and as they become happier with their jobs you’ll notice an increase in productivity – guaranteed!

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

While everyone works for a paycheck, it’s not secret that most employees prefer to be acknowledged with rewards and motivational incentives as well. Applying incentive programs above the annual pay raise can be a tricky task.

There are three main concerns when it comes to determining whether or not implementing a reward system will hinder or help your business:

1. Will an employee’s attitude change? While it is possible for an employee to produce high-quality work with a not-so-wonderful personal attitude, he will, more often than not, have a better attitude if he feels his work is appreciated.

2. Will your employees begin to exhibit behavioral changes? The hope is that they will because employee reward programs will keep them satisfied. They’ll be less likely to call out from work, waste time, or look for new jobs. Of course, your employee rewards have to be worth their efforts or they’ll become disgruntled and stop trying to achieve the goals you’ve set.

3. Will the rewards you choose have a motivational effect? In the end your employees will work harder not only because they want rewards but because they know their work will be evaluated often.

In the end, it comes down to whether or not you are able to implement an employee reward system that is favorable to both your organisation and the employees themselves. What are some of the ways you reward your employees for their hard work and dedication?

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”