Chetna College of Management Studies.

1) Hemant Rawool Roll No. 2) . 3)..

Motivating Employees
-Special Techniques

The Power of a Smile

She smiled at the sorrowful stranger. The smiling seemed to make him feel better.

He didn't know at that moment That he might be facing his doom.

He remembered past kindnesses of a friend And wrote him a thank you letter.
The friend was so pleased with the thank you That he left a large tip after lunch. The waitress, surprised by the size of the tip, Bet the whole thing on a hunch. The next day she picked up her winnings, And gave part to a man on the street. The man on the street was grateful; For two days he'd had nothing to eat. After he finished his dinner, He left for his small dingy room.

On the way he picked up a shivering puppy And took him home to get warm.
The puppy was very grateful To be in out of the storm. That night the house caught on fire. The puppy barked the alarm. He barked till he woke the whole household And saved everybody from harm. One of the boys that he rescued Grew up to be President. All this because of a simple smile That hadn't cost a cent.

MOTIVATION

What is motivation?
MOTIVATION = Value of outcome x expectation of achieving it

Motivation is a desire to achieve a goal, combined with the energy to work towards that goal.

Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.

Motivation is the art of getting people to do what you want them to do because they want to do it.

WHAT MOTIVATES PEOPLE

External Rewards Salary Working conditions

Internal Rewards Achievement Responsibility

Benefits
Environment

Recognition
Feedback Learning and growth

WHAT MOTIVATES PEOPLE

Achievement Responsibility Recognition Feedback Learning and growth Recognize achievements through programs that showcase performers.

WHAT MOTIVATES PEOPLE

Achievement Responsibility Recognition Feedback Learning and growth Have volunteer programs and other programs that enable employees to showcase their responsibility towards each other and the society at large.

WHAT MOTIVATES PEOPLE

Achievement Responsibility Recognition Feedback Learning and growth Recognize winners through awards like Service Quality Awards, Best Operations Awards, Best Trainer Awards, etc.

WHAT MOTIVATES PEOPLE

Achievement Responsibility Recognition Feedback Learning and growth Follow a system of feedback and performance appraisal i.e the 360o system in which both the boss and subordinate participate.

WHAT MOTIVATES PEOPLE

Achievement Responsibility Recognition Feedback Learning and growth Give a lot of importance to training and development and have various training academies to cater to various sections of employees. Analyze training needs to recognize competency gaps and impart knowledge through customized training programs.

WHAT MOTIVATES PEOPLE

In addition to the external and internal awards, have:

Employee engagement
Challenging job profiles Keep them self-motivated Good projects Job rotation Job security / stability Good team, co-workers, bosses

But what happens when there is not enough motivation among the employees?

LESS or NO MOTIVATION = DEMOTIVATION

WHY PEOPLE LEAVE

Top Reasons why people leave their jobs - Harvard Business Review

Learning Opportunities to learn new skills

Feedback, especially for stars Coaching and feedback by managers Bad Bosses conflict with the boss as one of the top most reasons for the departure of top performing employees

In addition to:
Job content Level of responsibility Company culture Caliber of Colleagues Low growth potential Lack of challenge Lack of autonomy Not enough money Work environment issues

THEORIES ON MOTIVATION
Maslows

McGregors
McClellands

MASLOWS HIERARCHY OF NEEDS

Self actualization (Confidence, achievements, freedom) Self esteem (fame, recognition, reputation, dignity) Love and belonging (children, friends, partners) Safety needs (shelter, job security, retirement plan, insurance) Physiological needs (air, water, food, rest, exercise,etc)

MCGREGORS XY THEORY

MCCLELLANDS MOTIVATIONAL NEEDS THEORY

ACHIEVEMENT AFFILIATION

POWER

MCCLELLANDS: ACHIEVEMENT
The belief that it is important to meet or exceed a standard of excellence.
Focus upon: Out-performing others Performing against internal standards of excellence Achieving unique or innovative accomplishments Long-range career planning

If you scored highest in Achievement: You place importance on doing things better, faster or in new ways
You want to use time well and get frustrated by timewasting You can see organizational politics as a waste of time Given the choice of doing something yourself or delegating, you would probably choose to do it yourself

MCCLELLANDS: AFFILIATION The belief that establishing and maintaining close, friendly relationships is important
Focus upon: Being liked, accepted and popular Concern about separation or disruption of relationships Seeing group tasks as primarily social activities If you scored highest in Affiliation: You place highest priority on avoiding conflict and maintaining good relations You are concerned about peoples feelings You take time to socialize at work and are in touch the grapevine If you had to delegate to someone who might resent the extra work, you would most likely do it yourself

MCCLELLANDS: POWER The belief that having an impact matters.

Focus upon: Feeling or being perceived as strong, effective and influential Taking forceful actions that affect people Giving unsolicited support or advice Influencing, persuading or making a point The value for Power can take 2 forms: 1. Personalized Power used for self-benefit 2. Socialized Power used for the benefit of others If you scored highest in Power: You are most concerned with having impact on events and people You make a point of understanding organizational politics and influential relationships When used as socialized power and given the choice of doing something yourself or delegating, you would prefer to let the other person complete the task so that they can learn and develop.

JOB TENSION
Achievement Affiliation Power

Personal Values

Job Requirement

Job Requirement

Personal Values

JOB TENSION
PERSONAL VALUES High in Imp
Important to you + Necessary in your job

Low in Imp.
Not important to you + Necessary in your job

JOB REQUIREMENTS Low High

= No Tension
Important to you + Not necessary in your job

= Tension
Not important to you + Not necessary in your job

= Tension

= No Tension

DEALING WITH TENSION

A change in your personal or material desires Exposure to new influences The recognition of the negative results of your current values Immersion in a new environment

HOW YOU CAN DO IT IN YOUR ORGANIZATION

MOTIVATING
TRUST PRIDE CAMARADERIE Respect, communication, credibility

Work related to the person

Team building exercises, promoting team work, contests, create communities

PERFORMANCE APPRAISAL

How to evaluate your people?

Performance Appraisal Systems contain two basic systems:

Evaluation System To identify the performance gap (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable. Feedback System To inform the employee about the quality of his or her performance. The appraisers also receives feedback from the employee about job problems, etc.

STRATEGIES FOR MOTIVATION

Positive reinforcement Effective discipline Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs

Base rewards on job performance

EXECUTIVE COMPENSATION
Five basic elements of executive compensation: Salary Short-term incentives Long-term incentives Employee benefits Perks

EMPLOYEE ENGAGEMENT

X
What it is not Praise

P
What it is Partnering

Merchandise
Money Pat on the back

Involvement
Respect Individualism

EMPLOYEE ENGAGEMENT
Customized training programs Help people build trust, pride and camaraderie Develop high degrees of credibility in everything that we say and do Play hard, party hard Encourage community building Follow a good feedback and appraisal system Give everyone clear goals Maintain mentor-mentee relationships Follow shared responsibilities towards each other, client and the franchisee

EMPLOYEE ENGAGEMENT
Why is employee engagement important? Engaged Employees Loyal Customers Bigger Profits. If the staff are motivated then the customers will be happy The shareholders will then benefit through the company's success.

TOP 10 TIPS
Notice each individual

Say Thank-you, even a smile can make a big difference.

Make staff feel respected and valued Share your experience and knowledge Be confidence about people. Be honest and trustworthy Dont take personal credit for their success Create a blame-free culture Set developmental goals

Make work fun!!

Thank you