Dynamite Ideas to Reward, Energize, Motivate, and Encourage Your Staff

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Dynamite Ideas to Reward, Energize, Motivate, and
Encourage Your Staff

• Presenter
• Theresa Habina McGlinchey
• Panelists
• Debra L. Conner
• R. Keith Parker
• Theresa Ruszkai
• June 13, 2003

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Dynamite Ideas to Reward, Energize, Motivate, and
Encourage Your Staff

• There are many, many ideas that can motivate, but
  they need to begin with a single thought

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The Golden Rule

• Treat people as you would
• like to be treated.

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The Revised Golden Rule

• Treat each person as he/she would like to be
  treated, bearing in mind who he/she is.

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What Motivates Employees?

• What do you think
• motivates employees?

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What Motivates Employees?

• Being Informed
• Being Listened to
• Treated fairly
• Opportunities for growth/advancement
• Control over their work
• Autonomy
• Participation in decision-making
• Member of team

• Excellent Supervision
• Clear Expectations Goals
• Materials and Resources
• Accurate/timely feedback
• Interesting work
• Challenges
• Responsibility
• Recognition
• Respect

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Definition Motivate

• Motivate To provide with an incentive move to
  action.

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Maslows Heirarchy of Needs
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Maslows Heirarchy of Needs

• Maslow's great insight was to place
  self-actualization into a hierarchy of
  motivation.
• Self actualization, as he called it, is the
  highest drive, but before a person can turn to
  it, he or she must satisfy other, lower
  motivations like hunger, safety and belonging.
• The hierarchy has five levels.

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Maslows Heirarchy of Needs

• 1. Physiological (hunger, thirst, shelter, sex,
  etc.)
• 2. Safety (security, protection from physical and
  emotional harm)
• 3. Social (affection, belonging, acceptance,
  friendship)
• 4. Esteem (also called ego). The internal ones
  are self respect, autonomy, achievement and the
  external ones are status, recognition, attention.
  
• 5. Self actualization (doing things)

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Two-factor Theory (Hertzberg)

• Motivators (INTRINSIC)
• Determinants of Job Satisfaction (content)
• Achievement, recognition, challenge, advancement
• Maintenance Factors (EXTRINSIC)
• Determinants of Job Dissatisfaction (context)
• Pay, job security, title, working conditions,
  relationships, fringe benefits

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Most Important of All

• You must VALUE your staff.
• And the most motivating thing one person can do
  for another is to listen!

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Motivation Techniques

• Establish consistent standards expectations
• Provide Information
• Expose employees to new experiences
• Involve them in problem-solving
• Match the challenge to the worker

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Motivation Techniques

• Treat employees as professionals
• Get to know employees as individuals
• Show respect and appreciation for their work
• Provide feedback
• Monetary reward based on performance

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• Help people reach their full potential.
• Catch them doing something right.
• Ken Blanchard, Ph.D.
• Spencer Johnson, Ph.D.

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PRAISE

• Most underused motivation technique
• Most powerful
• Most simplistic
• Can be written or verbal
• Timing/Continuity is key
• No Cost

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Praise employees differently

• Applause (public praise, plaque, etc.)
• Appreciation (personal or written thanks)
• One-on-one time with you
• Commitment from you to work their
  
• concerns (coffee breaks, lunch, etc.)

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Definition - Reward

• Reward to satisfy or gratify something given
  or received in return for worthy behavior.

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(No Transcript)
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Reward Guidelines

• The more I work with recognition and
  rewards, the more I continue to be intrigued with
  the simple, sincere ways employees use to
  appreciate each other with a minimum of cost,
  paperwork and administration.
• Match the reward to the person.
• Match the reward to the achievement.
• Be timely and specific.
• Bob Nelson, Author
• 1001 Ways to Reward Employees
• www.nelson-motivation.com

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Definitions

• Energize to activate or invigorate
• Encourage to inspire with hope, courage or
  confidence

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100 Best Companies to Work for in the United
States

• Model
• A great place to work is one in which you trust
  the people you work for, have pride in what you
  do, and enjoy the people you work with.
• Great Place to Work to Work Institute, Inc.
• www.greatplacetowork.com

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1 Motivator

• 1. Genuine verbal acknowledgement of behavior,
  accomplishment.
• Witchita State University Study
• Courtesty, Scott Cawood, Vice President,
  Education
• Great Place To Work Institute, Inc

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2 Motivator

• 2. Genuine written acknowledgement of behavior,
  accomplishment.
• Witchita State University Study
• Courtesty, Scott Cawood, Vice President,
  Education
• Great Place To Work Institute, Inc

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(No Transcript)
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One-minute Praising(Blanchards One-Minute
Manager)

• 1. Tell people UP FRONT that you are going to
  let them know how they are doing.
• 2. Praise people immediately.
• 3. Tell people what they did right BE SPECIFIC.
• 4. Tell people how good you feel about what they
  did right, and how it helps the organization and
  other people who work there.

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One-minute Praising(Blanchards One-Minute
Manager)

• 5. Stop for a moment of silence to let them
  feel how good you feel.
• 6. Encourage them to do more of the same.
• 7. Shake hands/touch shoulder in a way that
  makes it clear you support their success in the
  organization.

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Lets Practice Praising
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(No Transcript)
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Low Cost Recognition Ideas

• "Welcome to the team" flowers on the first day of
  work.
• Whenever something positive happens, put it in
  the "smile box" -- read once a week -- draw one
  for a winner (25 gift certificate).
• Put gold stars on employee computers or name
  badges along with note of thanks.
• Brown bag welcoming lunch to meet new employees.
  
• Post a sign at entry with employee's name.
• Have a group picnic with ice cream sundaes.
• Get to know exactly what an employee really
  wants.
• "You da" awards Monthly trophy where individuals
  nominate one another. Written thank-you notes.
• The All-Star Award 50 gift certificate and
  paperweight (Quarterly with public announcement
  in company newsletter).
• Department pizza party. Birthday club (to support
  department team building).

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Low Cost Recognition Ideas

• Star Program If employees do something beyond
  their normal job, they are given a star in public
  recognition.
• The Chief Operating Officer (COO) distributed ice
  cream to employees himself -- not one of his
  employees.
• Give an employee a giant Tootsie Roll.
• Golden Nugget award and certificate to employees
  who do an outstanding job.
• One-on-One Praising Set interviews and meeting
  times with employees, who set the agenda.
• Dinner certificates.
• Continuous improvement team lunch.
• Find more ideas on Bob Nelsons website
  www.nelson-motivation.com

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Next

• Introduce our panelists
• Questions and Answers
• Share Information

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Contact and Biographical Information about the
Presenter and Panelists

• Debra L. Conner, Manager, Volunteer Services,
  Bancroft NeuroHealth
• Hopkins Lane, P.O. Box 20
• Haddonfield, NJ 08033856-429-5637, ext.
  273dconner_at_bnh.orgDebra Conner serves as the
  manager of volunteer services at Bancroft
  NeuroHealth, a nonprofit organization dedicated
  to fostering the highest quality of life for
  people with neurological disorders. Ms. Conner
  has fourteen years' experience at Bancroft for
  the part three years she has been managing
  Bancroft's extensive volunteer services, as well
  as coordinating the organization's employee
  recognition initiatives.

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Contact and Biographical Information about the
Presenter and Panelists (p. 2)

• R. Keith Parker, Director, Recruitment and
  Retention Strategies, Boys Girls Clubs of
  America1230 W. Peachtree Street, N.W.Atlanta,
  Georgia  30309Ph  [phone]KParker_at_BGCA.OR
  GKeith Parker has more than fourteen years'
  experience working in the Boys Girls Club
  Movement. Mr. Parker began his involvement with
  the Boys Girls Clubs as a volunteer peer
  counselor since then he has been promoted
  through various positions, ranging from program
  director to regional vice president. He joined
  the Boys Girls Clubs' national staff in 2001 in
  his current role as national director of
  recruitment and retention strategies. He has
  provided consultation services to BGCs, YMCAs,
  juvenile court programs, public housing
  authorities, and public schools, while serving
  asthe family services coordinator for the Metro
  Atlanta Council on Alcohol and Drugs.

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Contact and Biographical Information about the
Presenter and Panelists (p. 3)

• Theresa Ruszkai, Executive Director, Repauno
  Preschool Daycare Center, Inc.171 N. Repauno
  AvenueGibbstown, NJ   08027856-423-3222repauno_at_
  rcn.com
• Theresa Ruszkai has dedicated most of her life in
  helping families find excellent and affordable
  care for their children at the Repauno Preschool
  Daycare Ceneter, Inc. She also has established
  not only an extremely competent and loyal staff,
  but a compassionate Board of Directors that
  shares her commitment in providing a warm and
  encouraging environment for children either at a
  day or after school program. She has been
  recognized and honored numerous times for her
  noble work and contributions to the community.

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Contact and Biographical Information about the
Presenter and Panelists (p. 4)

• Theresa Habina McGlinchey, HR Consultant/Coach,
  Organization and Human Development"The only way
  to predict the future is to CREATE it."23 Linden
  Drive
• Blenheim, NJ 08012
• 856-232-1952856-232-9113 Fax
• tmcglinchey_at_comcast.net
• Theresa McGlinchey has more than twenty years'
  experience in human resources management, with a
  strong emphasis on organization and human
  development.  She's successfully convinced
  companies that, through nurturing and valuing
  their employees, they can ensure success for
  their organization.  Her widespread corporate
  experience ranges from service management and
  manufacturing to the nonprofit environment. 
  She's also received recognition for her active
  involvement as a volunteer in many of these
  organizations and in her community.  She has
  studied organization and human behavior
  extensively, and consistently strives to
  understand, appreciate and respect those who
  cross her path.