Motivation and Retention of your Internal Staff

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Motivation and Retention of your Internal Staff

• ASG-Las Vegas
• November 2004

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Motivation can and does effect

• Output of your business
• Quantity of work
• Quality of work

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• Your employees are your greatest asset.
• No matter how efficient your technology and
  equipment may be, it is no match for the
  effectiveness and efficiency of a well motivated
  staff.

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Increases Productivity

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No doubt that these are hard times but how do we
get employees up when the economy is down?
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Three keys to human motivation

• Limit the beliefs that inhibit motivation.

We cant because its hopeless were helpless
its useless And its not our fault.
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• Understand the core values that orient employee's
  behavior

Core values are determined by the beliefs that we
hold.
For the most part core values do not change.
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• Understand the motivation styles that trigger
  people into action or inaction.

What motivates your employees?
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Once you understand your employees
beliefs, motives, and styles you will be able to
adjust how you Talk to each employee to motivate
them in their style.
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Five Motivation Mindsets
Achiever and Problem Solvers Achievers tend to
set goals, move toward them, and achieve
them. Problem Solvers move away from possible
difficulties and consequences.
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Leaders-Followers
Leader gather information and decide for
themselves.
Followers ask other people for direction on which
ways to go.
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Innovators-Processors
Innovators like choices and alternatives. They
love to break the rules and have difficulty
finishing projects.
Processors are rule followers and like to make
things right by following and finishing
procedures.
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Doers-Thinkers
Doers like to just do it. They require minimal
preparation in the completion of tasks.
Thinkers like to reflect about things before
doing them.
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Fundamentalist-Evolutionaries- Revolutionaries
Fundamentalist like things to stay the same.
Evolutionaries like things to improve or get
better.
Revolutionaries like the new and the different.
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Motivate your employees

• Financial
• Non-Financial

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Financial Motivation

• Introduction of a commission plan

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Financial Motivation

• Fringe benefits instead of increasing wages or
  salaries
• Company cars
• Private health
• Interest-free loans from the business
• These benefits are often valued higher than wage
  increases and can be less expensive for the
  business to provide
•  

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Financial Motivation

• Profit Sharing
• This incentive can influence team work
• in your company but you may find that
• some benefit from others work if they
• do not pull their own weight to help
• increase efficiency.

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Financial Motivation

• Quality Related Bonus
• This will give the employee the motivation to
  complete tasks to a high standard and a
• desire to further excel in the future in order
• to gain a higher salary and of course, the
• feeling of achievement (priceless).

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Non-Financial Motivation

• Money may not be an effective
• motivator in your culture although it
• may have some effect in the short term
• your employees may also see factors
• aside from money as prime motivators.

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Non-Financial Motivation

• Increase employee responsibility
• Make them feel that their contribution is more
  valuable to the business and that their role is
  of higher importance.

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Non-Financial Motivation

• The process of appraisal
• Huge motivator to employees because they are
  recognized for the value they add (or do not
  add!) to the business by reviewing and tracking
  their progress and achievements.

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Non-Financial Motivation

• Job Enlargement
• Expanding the job of an employee that has them
  doing more work of a similar nature. Allowing
  them to complete the entire process, further
  increasing their sense of
• responsibility.

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Non-Financial Motivation

• Job Rotation
• This involves allowing employees to change the
  nature of their job periodically.

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Cross-Training Benefits
Sales
Marketing
Management
Administrative Duties
Service
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What is the Cost?

• Unmotivated Employees could cost you your
  business.
• Up to 30 of an uninspired employees potential
  energy is left on the table.

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Wall Street Journal Poll
19 of 1,000 people interviewed were Actively
Disengaged at work. Based on these interviews
from WSJs consulting practice the cost to
employers ranged from 292 billion to 355
billion dollars a year.
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More Concretely

• When Workers are not inspired you will find
• Complacency
• Declining morale
• Discouragement
• Confusion
• Poor attendance

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Decreases Productivity

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What is the solution

• Communicate your company purpose to your
  employees in ways that they can clearly
  understand.
• When employees know what they are working toward,
  they will put forth full energy on a regular
  basis.

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• Speak from the heart

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• Walk the Walk and Talk the Talk
• The best way to pump up your
• employees is to let them see that you are serious
  about your company goals.

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• Doing a complete orientation

New employee orientation is a make em or break
em experience for your new staff member.
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At its best, your orientation process for new
employees should solidify their relationship
with your organization .
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Many new hires question their decision to change
companies by the end of the first day.
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Top Ten ways to motivate a new employee

• Make sure that you have prepared an appropriate
  work space.
• Do not schedule them to start while their
  supervisor is on vacation.
• Do not leave the new employee standing in the
  company reception area while you plan your day.

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• Do not provide your new employee with an hour in
  a noisy lobby to read and sign-off on a 100 page
  employee handbook.

• Make sure to show the new employee to his office
  and introduce them to their co-workers or assign
  them a mentor.

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• Do not assign your new employee to the most
  unhappy, negative, company-bashing, staff member
  you can find.
• Do not assign your new employee busy work that
  has nothing to do with her core job description.

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• Do not assign your new employee to a one or two
  day orientation during which they watch old
  presentation after old presentation.

• Do not assign your new employee to a person who
  has a major project due.

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Make sure that you have an effective and
efficient training program.
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• Training

No matter what the size of your business training
can have a positive effect on your business
performance and a measurable impact on the
bottom line.
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Staff who have received formal training have been
found to be up to 230 more productive than
untrained colleagues working in the same
role. (Source Smith A., 2001, Return on the
investment in Training Research on investment
in training)
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Training Can

• Boost the bottom line and reduce costs by
  decreasing
• Wasted time and materials
• Maintenance costs of machinery and equipment
• Workplace accidents
• Recruitment costs
• Absenteeism

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There are a variety of benefits from training
other than those that directly affect profit.
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Businesses which have implemented training have
reported improvements in the following areas
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• Staff morale and satisfaction
• Soft-skills such as inter-staff communication
  and leadership
• Time management
• Customer satisfaction
• Accuracy and efficiency

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Can you place a dollar value on your
organization's collective expertise? Maybe not
but you probably can estimate how much mistakes
cost your organization every year.
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That's why a well-trained workforce is the best
investment you can make.
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Your company training process should say to your
employees We'll take you into the future,
thus keeping workers motivated and involved .