This series has now brought you full circle, from assessing which types of motivation are most likely to motivate each employee, to discussing the roles motivating managers must fulfill, to learning about the core activities managers perform in motivating employees.   So, how do you know whether or not you are getting through to your employees to make them feel more motivated?

Hopefully, you will see the results in terms of improved employee retention, higher profits, increased productivity, and better customer service.   However, each of these parameters can be difficult to assess, and they may ...

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In the past two parts of this series, we talked about the first two core activities a manager must do to motivate employees:  selecting the right person for the right job and setting clear expectations.   In this installment, we'll consider the last two of the core activities:  developing employees and focusing on strengths.

Developing employees

Many employees, although basically happy with their current jobs, would appreciate an opportunity either to learn their current jobs better or to acquire the skills needed for advancement within the company.   If you are able to provide those ...

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In Part IV of this series, we looked at the selection process for placing employees in the proper jobs, and looked at the difference between talents and skills. In this installment, we will look at the importance of setting clear expectations as a motivating factor.

Setting expectations

Once you have people properly placed in consideration of their talents, the next most motivating step is to set clear expectations by defining outcomes.   If you expect that piece-worker to put out at least 1,000 nut/bolt combinations in an 8-hour shift, he or she needs to know ...

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In Part III of this series, we discussed the four roles effective motivators must fill.   In addition, there are four key activities motivators must accomplish:  choosing the right person for the job, setting clear expectations, providing developmental opportunities, and focusing on employees' strengths.

Selecting the right person for the job

While nearly anyone can be trained to be technically competent on a particular job, only those who truly have a talent for that job will be the best at it.  Motivating an employee to excel is easiest if you have satisfied employees, so you ...

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To most effectively motivate your employees, you must fulfill four distinct roles:  subject matter expert, individual superstar, leader, and catalyst.  

Subject-matter expert

There are few things less motivating to employees than working for someone they perceive as not having a clue about the work being done in the department.   You must be able to see the big picture as to how the work that your employees do fits into the larger scheme of things within the company.   You must also be knowledgeable enough about the department's work to make good judgment calls.   ...

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Motivating for Peak Performance - Part II

In the first part of this series, we discussed how employees have different abilities and skill sets, and we pointed out that each employee may be motivated by something different.   So, as a manager, how do you know which way to motivate a particular employee to coach him or her to peak performance?

Assessing employee motivation

There's no better way to find out anything about your employees than to simply ask.   A simple survey can often do the trick.   Ask each employee to take a short ...

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The goals of any company or of any division within a company are to improve productivity, improve profits, increase employee retention, and enhance customer service.   All of these goals can be accomplished by motivating each of your employees to achieve their peak performance.   Although your team may be filled with high performers, you have an obligation to make sure you are getting the absolute best from each of your employees.  

Differences in employee capabilities

It is true that each employee will have a different skill set and different ability level.   As a ...

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If you were totally depressed by Part III, I'm glad you came back for Part IV. There is light at the end of the change tunnel, and with any luck, it won't be an oncoming train! 

The third step in the cycle of change is called Exploration. During this phase, your employees will begin to accept that change is necessary. They may begin to ask questions and show more enthusiasm for the plan. Their underlying need at this point is to understand the intricacies of the goal that has been set before them.
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In Part II of this series on dealing with changes, we looked as some strategies which can be helpful in proposing changes to your staff. In this installment, we'll discuss the four stages of the cycle of change and the effect they will likely have on your organization's productivity.

Denial is not a river in Egypt

The first stage your employees are likely to experience is denial. Soon after you announce a major change, many of them may put their blinders on, convinced that if they don't ... << MORE >>

Before you introduce a change to your employees, you must have a sense of all of the foreseeable implications of the change, both good and bad.<< MORE >>