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    2. 101 Ideas for Motivating your People | Print |
      What motivates People?
      • If you do not know what motivates a person, just ask
      • Assess your own motivation levels as well as those of your staff
      • Use persuasion and influence in order to encourage self-motivation
      • Establish what the needs of your staff are, and assist in meeting them
      • Remember that making work fun does not mean making it easy
      • Try to motivate through the use of voluntary social and sport activities
      • Use inter-team competition to help stimulate team spirit
      • Keep the number of supervisors to a minimum
      • Remember that different people are motivated in different ways
      • Be aware that the systems that your staff use may be demotivating
      • Look for positive responses to any criticisms, they are good signs of motivation in staff
      • Maintain eye contact with your staff whenever you speak with them
      • Ask your staff if any changes at work would help to motivate them
      • Learn to see the difference between work problems and personal ones
      • Keep work as varied as possible to avoid causing demotivation
      • Treat departures and absenteeism as warning signs of demotivation
      What you should be doing to motivate your people
      • Ensure staff know both their role and its importance
      • Demonstrate your competence at every opportunity
      • Improve order and control by using collaborative management
      • Do not just assume you are 'visible', ensure that it is true
      • If bad results occur, review your own motivation as well as employees'
      • Show respect to your staff, and they will show it to you
      • Strengthen your message by using several means of communication
      • Deliver in-company communications as soon as possible
      • Encourage your staff to participate in decision-making
      • Keep staff informed wherever possible, uncertainties are very demotivating
      • Encourage disagreement, it often paves the way to consensus
      • Make time to stop and chat rather than simply greeting staff
      • Always ask staff for their opinion about decisions that affect them
      • Be aware of office politics, and set an example by never taking part yourself
      • Do not gamble, but combine risks with excellent planning
      • Praise work well done, even if some targets are missed
      • Take risks only when the chances of success are high
      • Be firm but fair when you are drawing attention to error, and do not pull any punches
      • Find the root cause of repeated complaints, and eradicate it quickly
      • Always check that your wishes have been understood
      • Inform staff of the use of their ideas, and success rates
      • Have a good reason and an explanation for refusing a request
      • Never offer to finance anything unless you can raise the funds
      • Consider ideas from staff at all levels of seniority
      • Make use of the positive elements of each person
      • Give people the opportunity to use their own initiative whenever possible
      • Acknowledge all suggestion box ideas immediately, handle any rejections tactfully
      • Encourage staff to achieve by setting high but realistic targets
      • Do not be too fast in accepting 'No' for an answer
      Getting the Best from People
      • Stretch people with goals that push them to perform better
      • Make the most of new staff by first making them feel welcome
      • Form your own opinions of your colleagues and staff
      • Be as natural as possible, but tailor your approach to each individual
      • Remember that what you measure and reward is what you get
      • Do not put a ceiling on incentives, it limits motivation
      • Ambition dictates achievement, so be sure to encourage big ambitions
      • Confront trouble-makers as soon as you become aware of their presence
      • Cure any bad systems as a first step to conquering poor morale
      • If demotivation occurs, consider changing your business system
      • Do not wait for annual appraisals to talk about staff performance
      • Talk about work-related problems to prevent them from becoming more intense
      • Allow people to talk about what demotivates them, and listen carefully
      • Bad news always travels fast, so deliver it as quickly as possible
      • Emphasise to staff the benefits of all reforms, however unwelcome
      • Assess the reasons for demotivation before considering any action
      • Consider all the options before losing valued team members
      • Keep the appraisal relaxed and friendly , do not make it an inquisition
      • Take the chance to improve yourself by asking staff to appraise you, too
      • Always start appraisals by discussing the progress made and success achieved
      • Find out about the quality of support given in the job
      • Provide training in small, regular doses rather than one long course
      • Follow up on any courses to check their quality and staff responses
      • Give staff chances to use and increase their expertise
      • Sit in on training courses to ensure the quality is high
      • Regard grading and similar systems with caution, not as sacred
      • Pay your staff members for responsibility and contribution, not for seniority and status
      • Do not allow job specifications to be perceived as 'straitjackets'
      • Ensure that jobs offer a wide range of stimulation and variation
      • Get the money right, or everything else could easily go wrong
      • Watch costs of fringe benefits, unwatched, they tend to soar
      • If you are the highest payer, be sure to get the highest results
      • Delegate whole tasks to improve efficiency and motivation
      • Give staff every opportunity to use newly acquired skills once training has finished
      • When an idea is accepted, let its creator implement the suggestion
      • Ensure your staff do not suffer under externally imposed limitations
      • Find out about a job from the person doing it
      • Find an assignment for anyone who has not had one in the past year
      • Encourage your staff to enroll for regular training, it will pave the way to future success
      • Do not under use people, it causes them as much stress as overuse
      • Utilise as many of each person's skills as possible
      The Best ways of rewarding Achievement
      • Seek early chances to promote able, younger members of your staff
      • Use monetary rewards as flexibly as possible to get the most of their motivational value
      • Use taskforces to develop your best people
      • Take every chance to preach quality and practise improvement
      • Make on a major change, while also going for many small ones
      • Ensure that all staff members are involved in quality-improving schemes
      • Make sure that the rewards you give are the icing, not the cake
      • Look first at those rewards that do not cost anything to sup0ply
      • Make contests for non-financial rewards as much fun as possible
      • Do not let sliding-scale cash rewards become source of demotivation
      • Give performance-related rewards, not just pay rises, where possible
      • Use certificates and engraves presents as reminders of high achievement
      • Change your own working methods if it will improve staff motivation
      • Check on morale levels by talking to members of staff on a regular basis
       

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