Podcast - Employee Motivation the Directors Cut
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EnglishVoice Age
Middle Aged (35-54)Accents
British (General)Transcript
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So this was one of my pieces on employee motivation. I called it the employee motivation director's cut. Um, well, basically sort about motivating employees. As the title in place, motivate employees are recognised as the heart of any company on DH. If the heart doesn't beat regularly and with good health, the organization's profitability may begin to falter. Motivation of the work force largely depends on their willingness to perform, and ultimately young, they achieved, will turn over. So managers and supervisors are well advised to provide their employees with the best possible framework to help them fully developed their strengths. But how? His first look at the common misconceptions about employee motivation no all employees could be motivated well, often colleagues already teeming with energy, doing the job interview on DH. Others interns seem to be motivated by nothing and even more nothing. So is engagement simply a question of character? No, of course not. My place doesn't know quality, but the logical consequence of a motivational process. This means that even the seemingly hopeless cases can be transformed into highly motivated employees. Given the right measures, motivation is a highly individual matter. What's Posen? One may simply invoke a tired smile in another, motivational incentives cannot be sprinkled all over employees equally via warding watering can. For example, some studies have shown that targeted external influences can have a negative effect on the drive. Yet employees motivations, of course, always imagined task because ultimately it's up to the boss to make sure that the company structure's offer each individual enough room for self motivation, for example, with skills of the employees are clearly in the foreground, and they are given enough autonomy to be enthusiastic about their work. It's not true that employees need praise above all else. That praise has a positive effect on the motivation of the workforce is obvious. But praise, as at work is like shopping with your best friend or in dodging an after work beer with an old friend. Warm words shouldn't be missing, but what we really want is an honest and objective opinion. And so it should be in the job at work. Ah, clear assessment of the services provided and also the development potential that can be achieved. Ambitious employees bring more than pure adulation, but, you know, be aware, just as even the best friend does not forgive everything. Criticism from the supervisor needs to be needs the right framework. It is. It's important to create a climate in which employees are willing to accept feedback, admit their mistakes and seek improvements on DH. That will only happen. This will only happen if they feel valued for their work in general without praise. It doesn't work. It's It's the most important prerequisite of for constructive criticism money. Could it be that easy? Well, employees get a good salary and performance based bonuses, and now they will become top performers. Obviously, well, actually, Unfortunately, it doesn't work like that in practise. Rather, an employee's level of motivations influenced three times more intrinsically than extrinsic. Lee, which means salary plays a letter role. According to recent research, If you enjoy your work and feel valued for the valued, you will perform better than someone who earns a lot but cannot make sense of his job. The permanent commitment cannot be bought with money, but again, beware of generalisations. For example. For most people, money is quite an incentive to increase their performance in the short term or to open up to unfamiliar new fields of work. Therefore, performance related bonuses can be more affected than permanent weight increases. The following points that I've listed oh are some points that might motivate employees sustainably. Praise should always come promptly. Do not over exaggerate praises. Otherwise, they might not seem genuine. Organised team events for sharing experience to strengthen the sense of belonging, integrating open communication structure. Provide healthy food in the canteen and free waterfall employees or drinks or coffee offer organised company sports opportunities. Such a swimming clubs allow for flexible working hours. Not everyone is productive at the same time. Listen to and consider critiques and improvement suggestions from your employees. Also, some more points from it from the employee perspective. Define realistic goals with your employees using thie. S m a r t. Method specific, measurable aligned reachable time established a learning culture in the company. Give time for personal training. Introduce a talent development programme on DH. Invite team meetings on a regular basis. Employees can pass on the knowledge here more effective. One of the most recent buzzwords has Bean mindful leadership. My fullness based leadership to some degree time, pressure and adrenaline maybe may even be conductors of focus and quick decision making, but the maximum degree of a hectic pace and stressful workload is easily reached from this point on, organism is only struggling for survival and has little to no resources left to employ new ways of thinking and organising creative ideas. There's a simple explanation for this phenomenon. Anyone who is permanently engulfed in stress switches to his or her primal resource or auto pilot. The conference is a brain region called the amygdala, which, due to devolution, gains the upper hand in situations of danger of stress. It is also called the Gator brain, because alligators only have this brain region and can only act in three ways fight, flight or play, that human behaviour is reduced to patent to these basic patents in such moments. For example, if you had to think about every single process when driving a car, it would be an insurmountable challenge. Um, you know things that you just do automatically would be so much harder. It would be like your first, very first driving lesson. Every day. Patterns have their meaning. They simplify processes, allows to react quickly and protect us from thes sabertooth tigers attack. But those who permanently switched to autopilot in the job and in the urban jungle of today will leave creativity and innovation in the gutter. There are, however, very many ways of dealing with everyday stress, from good time management to finding strengthen peace and relaxation. You know, everyone has their secret recipe. But in times of burnout and performance pressures, some studies suggest that approaches such as mindfulness or attentiveness so promising outcomes. Companies such as Google or Ford have promoted me meditation for the last couple of years. Meditation and keen focus of mind have shown to have many positive qualities the techniques of thousands of years old and have their roots and applied mindfulness of business of Buddhism. Research suggests that meditation promotes mental and physical health. At the same time, there is a reduction of stress, creativity and the ability to innovate will experience a completely natural boost in order to unleash the full potential of employees. Such such techniques are worth more than gold to cos they represent a new way to combine stress, management, creativity and innovation. The buzz word here is too mindfulness based leadership companies with a modern leadership culture teach leaders how to be mindful ofthe themselves and others how they consciously perceive, communicate, eat and take breaks. In this way, the corresponding findings are made in the entire company. A new culture emerges out of itself. Another key is optimism. A healthy approach to criticism keeps executive executive project leaders and product staff from falling into the optimism trap, especially when it comes to launching new projects or developing a strategy to increase revenue tone over effectiveness or any other K p I. The colleague who voices his concerns, is often drowned out by other coworkers on above all future oriented, ready to implement innovative and joyful executives. You may have had this experience more than once when you have completed a workshop with very clear cut results. There was a great plan and absolute commitment, even signatures of all participants on flip chart. But strangely, despite all conviction and common optimism and nothing came of it, so we need concrete measures for managers. Whether the implementation of a very ambitious project will be a success cannot be foretold. But in any case, a leader should have identified many potential risks and provided solutions that would otherwise have been a major threat to project implementation. There will always be new and different challenges as the project progresses. As a leader, he must commit to create such an atmosphere in your environment. The worst critical factor in this could be you by pushing optimism and submitting objective criticism. Of course, of course, it's no fun to be given reasons why a project will not work right at the beginning. However, simply ignoring existing concerns is just as good as opening a window at throwing bags of money out. If your employees see you as a leader openly addressing critical facets, you will not hear excuses at the end of the project, even if the project was unsuccessful, not because criticism was undermined but because it was promoted and used to improve. This, in turn, would greatly reduce the project. Failure risk. Openness to criticism is a criterion for success. Criticism is a part of successful action as well as optimism, motivation and creativity. Start critically assessing a project plan by providing typical excuses to your team as to why the project should would theoretically fail, Ridiculed the project plan to break the ice and the resulting answers and solutions from the other participants will be surprising. This task should be held back until the product plans being completed. At this point, no one will want to change to project plan, but it is the most important phase to exercise an assessment. But who wants to revise everything all over again? That is why the questions should be asked as early as possible. So some useful points for such a meeting would be. Plan your project as usual once planning and is in the final phase, challenge your team to find all the excuse that they would use when using when. When the project has come to an end and has failed colossally use yourself as an example. Collect all the excuses brainstorm on how to prevent these excuse from being used. Have all project phases been reviewed to bring in the ideas and prevent or reduce risks. Published a project plan. Create a poster, a flip chart with all the excuses and hanging up in the project office. Ask following question regularly. Are we on our way to any of these excuses? If so, initiate countermeasures immediately. Thanks