Employee Motivation A 7 Point Checklist For Success

Summary

Many thousands of articles have written regarding motivation for employees. I’ve written to a few thousand. This subject isn’t as complicated or complex as some experts would claim. Be attentive to the seven questions below and then the motivation will be apparent.

1. Tell the exact details of what you expect.

Employees are eager to know what you expect from them. Set crystal clear, unambiguous, measurable performance standards. Goals for performance are essential. But the performance standards of employees tell them how far they’ve come and how they’ll be able to tell if that they’ve delivered the results you’re hoping for.

2. Indicate precisely how their performance Will Be measured

Create the performance standards. Specificate how the performance will be evaluated against the standard. The norm could be to create 9 content rich, published blogs every calendar month. The goal could be to create two blogs per week for four consecutive weeks, plus the one “standby” blog. It is also possible to decide to define “content rich” as well as “publishable”.

3. 3 “How How They’re Doing”

Employees need to know, on a daily basis when possible, how they’re performing in relation to the standards. The internal systems you use should provide the data. It should be supported by oral feedback when needed and at least once a week.

4. Provide Resources

You can’t expect to perform at the highest level when you don’t supply and maintain sufficient resources: tools, equipment in time, machines, and even support. This is all that should be stated about this.

5. Create Performance Systems

Your job is to work with employees, to set up procedures in place that will make it impossible for them to fail. Keep in mind that “system” is simply the term used to define “how we conduct our business within our organization.” If your systems are not up to scratch, the people you employ will fail. That’s the truth.

6. Establish Performance Based Reward Systems

Make sure employees are paid well for achieving outcomes. Rewards for top performance. It is best to create rewards and incentive programs that highlight the significance and importance of performance standards.

7. Encourage Autonomy

Set standards, establish systems, provide feedback, reward performance. Once you have done this, invite employees to make suggestions for improvement in each of the three areas. Employees will give you what you want. However, they also want to be able to honor their accomplishments with more freedom to make improvements.

Additional Issues

 

  • Choose your staff with attention to detail: search for employees who are able to respond to a performance-based strategy.
  • It is important to measure performance, not behavior The behavior is important only when it hinders performance.
  • Are clearly defined and have a focused business objectives and clearly identified your target market.
  • Pep talks are of little or no value Apply the 7 points and you’ll not have to hold pep talks.
  • Make sure you create positive results to employees who are successful.

 

Conclusion

Remember that you’re not trying to inspire employees. It’s possible to be a true “motivator” only after you’ve developed a culture in which employees can be motivated themselves.

Leon Noone helps managers in small-medium businesses improve their the performance of their employees on the job without having to take any training programs. His thoughts are somewhat unconventional. Leon is challenging the conventional wisdom about people management, training for management and has proven to be effective in improving the performance of employees in small and medium-sized businesses.

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