20
ways to motivate your employees
without raising their pay
By:
Dave Worman, Dr. Motivation
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.
Too
many bonus or commission checks get cashed, spent and
forgotten just that quickly. Grocery stores and gasoline
stations are among the necessary stops that seem to get
in the way of using your extra cash on something special
for you.
One
alternative to giving commissions or bonus dollars is
to give gifts through a catalog point system.
The
company you choose will provide you with catalogs, price
sheets and point checks at no charge. The structure for
your bonus plan can remain the same but instead of awarding
cash to your employees you award equivalent points. Those
points may then be used to purchase an enormous variety
of gifts or travel plans from the catalog.
The
stimulation involved is long-lasting. It begins with
the employee being able to browse the catalog choosing
what they will strive to earn. The catalog acts as a
tangible reminder of their goal. The gift itself will
last as evidence of their achievements.
Whenever
I have implemented this program, the employees are overwhelmingly
in favor of the point system as opposed to cash. This
type of program is very popular with employees because
they purchase things they would never normally have the "money"
to afford.
With
solid compensation in place, let's look at non-monetary
motivation...20 steps to success.
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 overtrain? NO
and NO. or 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.
6. Job
Titles. When you talk about job titles you
are tapping the self-esteem of people. How someone
feels about the way they are perceived in the workforce
is a critical component to overall attitude and morale.
Picture a social gathering that includes some of
your staff. The subject of work inevitably comes
up. Will your people be proud, or embarrassed, to
share their title and workplace? The importance of
feeling proud of who you are and what you do is monumental.
Be
creative as you think of possibilities for titles. Have
your staff come up with ideas giving them input into
the titles. Bottom line, you are dealing with pride...and
pride enhances a positive attitude...and a positive attitude
is the foundation for continuing success.
7. Good
Work Environment. A recent industry study
shows just how inaccurate your results can be. Employers
were asked to rank what they thought motivated their
people
and then employees were asked to rank what really did motivate
them.
Employers
felt "working conditions" was a nine (or next
to last) in terms of importance. What did the employees
say? Number two! Working conditions are very important
to the way employees feel about where they work.
Cosmetically,
does your office look nice? Are there pictures on the
walls, plants and fresh paint among other features that
generally make people feel good about their environment?
Does their work space have enough room or are they cramped
in a "sardine can?"
What about furniture? Is the desk the right size, chair
comfortable? Is there file space and do they have the miscellaneous
office supplies needed for maximum performance? Is the
temperature regulated properly so they don't feel they're
in the Amazon jungle one minute and the North Pole the
next?
8. On-the-Spot
Praise. This too is associated with recognition
but the key here is timing. When there is a reason
for praising someone don't put it off for any reason!
Promptness equals effectiveness. Praise people when
the achievement is fresh on everyone's mind.
What
is effective is for us to get off our keisters and go
out and tell whoever it is what a great presentation
it was or applaud them for the sale...praise them promptly
for what they accomplished or achieved! Don't allow time
to creep in and snatch away any ounce of the positive
impact that praise can have when it is delivered promptly.
9. Leadership
Roles. Give your people leadership roles
to reward their performance and also to help you
identify future promotable people. Most people are
stimulated by leadership roles even in spot appearances.
For example, when visitors come to your workplace use
this opportunity to allow an employee to take the
role of visitors guide.
A great
place to hand out leadership roles is to allow your people
to lead brief meetings. Utilize your employees' strengths
and skills by setting up "tune up" training
sessions and let one of your employees lead the training.
The best time to do this is when new people start.
Or,
assign a meeting leader after someone has attended an
outside seminar or workshop. Have them lead a post show,
briefing the other employees regarding seminar content
and highlights.
Have
your employees help you lead a project team to improve
internal processes.
10.
Team Spirit. Have a picture taken on your
entire staff (including you!), have it enlarged and
hang it in a visible spot. Most people like to physically
see themselves as part of a group or team.
When
running contests in your area, try to create contests
and affiliated activity that are team driven. People
driving to reach goals together definitely enhance team
spirit solely because they must lean upon others and
be prepared to be leaned on.
One
very effective idea for me has been building a collage
of creative ideas with the "Team" theme. All
employees are responsible for submitting a phrase referring
to TEAM on a weekly rotation. Each of these ideas (such
as TEAM: Total Enthusiasm of All Members or There is
no I in Team) is placed on a wall, creating a collage
of Team-oriented phrases. Don't have one person responsible
for this...do it as a team.
11.
Executive Recognition. This is the secret
weapon. And like any secret weapon, timing is most
critical. If this is used too often the value is
diminished. And if it is used only for special occasions
and rare achievements the value is escalated. We
talked earlier about general recognition and the
positive impact that has on your people. That will
go up a few notches when it comes from an executive.
Some of the same vehicles can be used here such as
memos and voice mail. To add yet another level of
stimulation, have an executive either personally
call to congratulate someone (or a group) or even
show up in person to shake hands and express his
or her appreciation.
12.
Social Gatherings. Scheduled offsite events
enhance bonding which in turn helps team spirit,
which ultimately impacts your positive work environment.
Halloween costume parties, picnics on July 4th, Memorial
Day or Labor Day, and Christmas parties are only
some of the ideas that successfully bring people
together for an enjoyable time. Some others that
I've used with equal success are softball games (against
other companies or among employees, depending on
staff size), groups going putt-putt golfing or movie
madness.
13.
Casual Dress Day. This will apply more to
the Business-to-Business world based on the difference
in normal dress codes from the Business-to-Consumer
arena. For those required to "dress business" every
day a casual day becomes a popular desire. Use holidays
to create theme color casual days such as red and
green before Christmas or red, white and blue before
July 4th, or black and orange prior to Halloween.
This will add to the impact you're trying to have
by calling a casual day in the first place. Establish
pre-vacation casual days for each individual employee
to enjoy on the day before his or her vacation.
Major
sports events are a perfect opportunity for casual days
to support your local or favorite team with appropriate
colors, buttons, and logo wear. Spontaneous casual days
produce a lot or stimulation based on the element of
surprise. Announce a casual dress day for the following
work day "just because." Use individual or
team casual dress days as contest prizes or awards for
specific accomplishment.
14.
Time Off. Implement contests that earn time
off. People will compete for 15 minutes or 1/2 hour
off just as hard as they will for a cash award. And
in many cases, I have had people pick time off over
cash when given the choice. Put goals in place (padded
of course) and when these goals are reached by individuals,
teams or the entire staff, reward them with time
off. Allow early dismissals, late arrivals, and extended
lunch periods or additional breaks.
15.
Outside Seminars. Outside seminars are a
stimulating break. Because outside seminars are not
always cost efficient for most people, consider on-site
seminars or workshops for your staff. Use outside
seminars as a contest prize for one or two people.
Then set up a structured plan for those seminar attendees
to briefly recreate the seminar to the rest of your
people when they return. Now everyone gets educated
for the price of one.
16.
Additional Responsibility. There are definitely
employees in your organization who are begging for
and can handle additional responsibility. Our job
as managers is to identify who they are and if possible
match responsibilities to their strengths and desires.
17.
Theme Contests. Over the years my contests
have produced up to 170% increase in performance.
But equally as important, they've helped maintain
positive environments that have reduced employee
turnover by 400%.
Overall
the most successful contests seem to be those affiliated
with different themes. Holidays, anniversaries, sports
and culture are examples of ideas to base contests on.
Sports, without a doubt, provide the largest opportunity
for a wide variety of contests. Even Culture can be used
to create theme contest. My favorite is using the '50s
and '60s as a theme for a contest that I run at least
once a year.
18.
Stress Management. There are many articles
and books available on the subject. Make this reference
material available to your people. Make sure they
know it is available and encourage them to use it.
If
possible, have an in-house seminar on stress management
techniques. So that production time is not lost, you
might consider having a brown bag luncheon with a guest
speaker on this subject. Because stress is an ongoing
concern, anytime is a good time for a seminar like this
to take place.
Be
as flexible as you can with breaks during the course
of the day.
19.
Pizza/Popcorn/Cookie Days. Every now and
then pizza, popcorn, or cookie days will help break
up that everyday routine and help people stay motivated.
Because it is a natural tendency for people to get
excited in anticipation of something, structure some
of these days in advance. Then buy some pizzas or
different cookies or even whip out some different
types of popcorn.
20.
Gags and Gimmicks. Use different gimmicks
as awards to help inspire performance increases from
your people. The key to awards is establishing the
perception of priceless value that is associated
with them. They should be recognized as status symbols
in your environment. Here are some of my ideas:
- Plastic/rubber
whale for "whale" of a performance.
- Pillsbury
dough boy for the person raisin' the most bread.
- Cardboard
stars for star-studded performances.
- Plastic
phonograph records for setting a new record.
- California
raisins for those with the highest percentage of "raisin"
their productivity.
- Special
parking space for the person who drives the hardest.
- Toy
cymbals for those "symbolizing" total effort.
- Special
Mountain Dew can for that person who exemplifies the "can
do"
attitude.
- A
figurine of E.T. for out-of-this-world performance.
- The
Eveready Bunny for those that keep going, and going,
and going.
- Large
Tootsie Roll replica for those on a "roll."
- A
drum for the person that "drums" up the most
business
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