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”

The Directed Creativity Cycle is an interesting theory regarding how we observe and work within the world. This particular management model explores how business persons combine both creative and analytical thinking skills to generate new ideas that can be applied to life situations.

Each and every one of us prepares for life as we live it. We observe what is going on in the world around us and form an analysis about what is going on. We take what we have learned and then use our imaginations to generate new ideas that allow us to solve problems. Before taking action, we take a personal inventory of the ideas we’ve created, judge which are best, enhance the best ideas, and then evaluate which will work best. Once we decide which are best we can then implement and live with the new plan.

Whether we realise it or not we all cycle through each step of the directed creativity cycle. We all think carefully in order to make calculated movements that will impact our lives, our leadership abilities, and our relationships.

Of course, research on the directed creativity cycle doesn’t discuss whether or not the “imagination” really exists, assuming only that it does. It also assumes that the creation of new ideas is only worthwhile if they become reality. These ideas, of course, are a matter of interpretation, but if one is able to creatively come up with new ideas that allow them to function in the world, who are we to argue?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

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

Completing employee appraisals is a daunting task. I don’t think you’ll find a manager anywhere who disagrees. Often times, however, we worry so much about our end of the appraisal process that we forget how difficult and anxious it makes our employees. One of the best things you can do as a manager is to give your team members and employees the tools they need to prepare for their own appraisals before they happen.

Here are a few things you can do to help your employees prepare in advance for their appraisals:

Set Expectations

Let your employees know what to expect during the appraisal process. Let them know that the appraisal process involves both the employee and the management team. Your employees should know that they are expected to be prepared at the time of the appraisal – with a clear understanding of his or her job description, ideas concerning his or her strengths and weaknesses, and with ideas concerning his or her projected career path.

Alleviate Fears

Make sure your employees understand that the appraisal process was not created to criticize or put-down his or her performance. Nothing that happens during the review should be a surprise. If you have a problem with your employee’s performance you should have addressed it already, and in the review you should review whether or not the changes you have discussed need to occur. Your employees should understand that their viewpoints will be heard, respected, and taken into consideration.

Self-Evaluations

As tedious as they may seem, having an employee complete a self-evaluation form prior to an appraisal will give you great insight as to what he or she thinks of his job. A good employee should be able to honestly evaluate himself and write out his ideas concerning strengths and weaknesses in certain areas. I can always tell which employees are confident and which are not (or which are terrified of the review process) by the way they complete their self-evaluation forms. Use these forms as a guide when planning your physical meeting.

Remember, the appraisal process should be looked upon as a tool for growth, not as an opportunity to chastise, punish, or discourage employees. Keep the experience as positive as possible and you’re employees will thank you later with 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”

Change is one of the most difficult things you’ll have to deal with as a manager, especially if you know that the changes you have to implement will cause anxiety or dissention amongst team members. Take a look at the following change management scenario:

Imagine that your company has grown successfully and that you are about to open a second branch office two towns over. The new office will be smaller and the corporation does not plan to hire a second office manager until the new location grows. You will now be responsible for both offices.

In order to make the new office function you must split your team in half. They’ve all worked together well for quite some time, but you must now take a look at the team and determine how it is best split. You’ll hire new employees for both offices, but the new office will need to have staff that is already experience as well.

If you were in this situation, what criteria would you use to decide which employees would move to the new office and which would stay behind? What would you do to ensure that all of your employees were as comfortable as possible with the changes? And, finally, what would you do to make sure that your current employees and the new ones you hire are able to work well together?

Leave your thoughts in the comments. I’d love to hear your approaches to this difficult situation!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

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

Understanding and applying new technology can be difficult, especially for employees who have not been exposed to the types of technological tools you use within your organisation. It’s important to remember that learning about technology involves a cycle of experiences, just like any other type of training.

When working with team members and employees, remember that they won’t necessarily pick up on how to use a new piece of technology over night. They must first go through the following phases:

• Awareness,
• Exploration and Filtration,
• Learning,
• Personal and Professional Application, and
• Sharing and Reflection

The technology learning cycle, otherwise referred to as TLC, exposes people to technology and allows them to explore the ways those tools can be used within both their personal and professional lives. They have the opportunity to learn how to use each tool functionally and then share their new skills with others.

Every single time we learn about new pieces of technology we have the opportunity to go through the same cycle of learning. As managers, we have the unique position of being able to guide our employees through this cycle as well, giving them not only new knowledge, but they tools they need to succeed in business!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

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