Motivational Strategy

Everyone need to be motivated and especially at workplace we need to motivate our employees. Then best way to motivate an employee is by giving him recognition at the workplace and also giving him a reward for the work done. This will motivate him and help him to increase his performance.

Thanks.....  

Performance... is the biggest Tool by which you can set an example for others to get Motivated & Perform in turn.

I would like to set an example - SACHIN TENDULKAR is setting this example by Performing above Par & in the process, he is getting a lot of response rom the Youth in His Team. Pls dont tell me that Sports & Corporate World are different... Performance speaks for itself, everywhere.

By Leading yourself, you will be abl to Motivate your Team & Colleagues, as Human Nature has an in built button of " Wanting to outdo others". Instead of creating jealousy, try performing & inspiring the rest of the Team.

You can motivate yr peole with financial reward,,,,,,,,,,, but it wont last very long,,,, From my experience, I found that instilling in them a sense of ownership will be more lasting.

It is only when that sense of ownership had sunken in that we can get our people to do the things they do not like and they end up liking what they do. In fact, the once First Deputy Prime Minister of my country said: "People who show up when I show up, I am not impressed. But people who show up when I do not show up and when I can see the work done, I am impressed" How is that possible?  Ownership, of course.

Instilling that sense of ownership demands stong leadership!

Motivating a person could be a tricky job. With all my due experiences with the HR Professionals in various companies that I've worked/linked with, this is one best solution I could come up with -

All professionals are not alike. Some of the professionals work for technical passion while others work to be recognized while still others work for to get any extra monetary benefits in terms of perks and salary hikes. So, the approach here should be taken on a case by case basis. If the person you're trying to motivate is a geek give him enough challenging work which will motivate him to work more and more while if the person falls into any of the other categories do the needful to make him/her work accordingly. Remember, this is a highly strategic method but if followed correctly is guranteed to work and show improved results.

Instead of posing the way of working it will be nice to have a formal discussion between the team member on the idea and accordingly make decision it make sure the responsibility of every one from group and also they will be motivated that they was the part of decision making for implementing the specific idea by this way we do not need to take any other precautions to motivate the team member.

Reward when needed to encourage and reprimand when an employee is stepping beyond his limits. In other words tread with caution and take a middle path. Neither give full freedom nor be a control freak. The right words at the right time would give much needed encouragement and reprimanding when needed would ensure ethical boundaries are not crossed at the same time.

The two R's when applied in right earnest would create a conducive atmosphere and would help in a highly motivated staff delivering the required level of competence.

Addressing the Singapore-China Forum last Wed, ex-PM of Singapore, Mr Goh Chok Tong stressed the importance of "TRUST in The Leadership". Five  core principles were expounded:

1)      Remain incorruptible, and maintain moral integrity

2)      Speak the Truth, Do not cover unpleasant facts. Never promise what you cannot deliver. Worse, what you don’t intend to deliver.

3)      Give equal opportunities to learn, to acquire skills and knowledge and to perform. Equal opportunities does not mean equal outcome. Meritocracy must lead to equitable results. The able must be made more able. The less able must be helped by the more able. The less able must share in the fruits of success and their children must be assisted to ascend the ladder of success. Children of taxi drivers have avenues and can become president scholars

4)      Do what is right  for the long term and not what is popular and politically expedient

5)      Understand the aspirations of the people and paint a vision of the future they can claim ownership of.

Belief in urself and keep on dong things with full inspiration & motivation and sidewise keep on cascading your energy to others

Social Recognition Knowledge Empowerment and Development Money

First and Foremost thing that remain in Subconscious mind of person is his Social Recognition that creates his personal recognition his personal knowledge needs to be continuously enhanced on job and off job.. Like my organization is doing in various aspect by different source , even it is involving families of employees in various act of development , Next step is to let him utilize is skill in his set so that allows him to believe that whatever he had learned is helpful to others as well as himself That's the most important part of development and Be sure  well supported by money to let one live moderate and respectful life - Performance Linked Incentives has become fashion in CTC of any company But seriously no one is reviewing the objective of PLI it is to increase motivation but let me tell you honestly whoever reads the part of CTC as employee gets demotivated to see this .. Can any one answer why ?? ...

You know, personally I think that the biggest problem is not with lack of motivation, but with too many things that suck your motivation. 

It is managers fault most of the time. To improve management ability to create environment that creates itself is very hard, but doable - enroll in any non-profit organization, such as any local scouting club, etc and you will learn it or understand that managing and leading is not for you.  

There are simple things you need to do for your men and women to be self motivated (they are simple, but hard to do): 

1. Do all boring tasks for them, so that they can focus on core activities that they are good at. Hire other people that like doing boring tasks (you will be surprised how many people adore tasks you hate). 

2. Provide them time to do their jobs and good working conditions, so that they are happy to be there. There is only one thing worse (4.), than having to think that office smells like shit and looks like one. 

3. If they lack skills and experience - help them to achieve it. Train them, mentor them, help them. They will fuck-up sometimes, some - many times. Design your activities in such way, that they will fail, so your task will be to help them stand again and move on. Mistakes happen (look into wallstreet)

4. Fire people who are not doing their jobs and by that demotivate others. If you think that a person is "good in general", but not suits the position he is working in - move to another type of job. But do not promote them. Every time you promote a loser, you lose 30% of teams motivation and 50% of respect. But 200% of smiles. Explain to your team exactly why the person has been fired - be transparent. If you do it - you are good manager. If you succeed not to hire such people in the first place - you are the best.

This is very important - you cannot be motivated by nothing, Goals motivate you. Create very clear goals for everyone and for a team as a whole. Only team, that has very clear goal in front of it will be motivated to perform. 

Rightly mentioned if freedom is given job is taken lightly and if dictated motivation depresses, best way out can be to allot certain amount of authority to the sub-ordinates and make them feel that they are responsible for the output of a particular job....this has to be handled carefully by the managers....since this authority will be temporary in state while the output achieved will be a permanant one, but at the same time responsibility should remain a permanant one even after the authority has persihed....it should be task based...and sometimes the managers should pretend and show his sub-ordinates that he is more strong than his boss and has the authority to complete the job ,but the boss has to get it done in a professional manner.

I support recognition and reward along with more responsibilities.

All three are an ultimate compbination for motivation and high morale.

Empowering an individual can be the most uplifting, mentally, phsychologically. hence the best results can be elicited in this kind of situation.

Performing functioning with regioable Performance, Rewards and Duties.

Involve the team in strategy making and then let the team mate take up the assignment as resolved and fixed by you. Groom them to work as a Master instead of worker to gain ultimated assigned objective. The well defined freedom which we can also say disciplined freedom would help achieve our objective. We can build a motivated and quality team and result.

Thanks,

Samarendra Mohanty.

Consultant-Legal, Ortel Communications Ltd.

The majority of people want to know how they're doing at work. They want to know when they're doing well and they want to know when they could be doing better. There are a small minority of people who don't want feedback at all; but let's face it; you don't want these people on your team anyway.The important point is - the way you feel about receiving feedback could affect the way you give it to your team.

Managers who are happy to receive feedback are usually happy to give it to their team members because they believe their entire team feel the same as they do. And of course if you look at it the other way round - managers less comfortable with feedback tend to believe that their team feel the same way. This is often the biggest danger because many managers don't receive feedback from their manager and subconsciously feel - "Why should I give feedback to my guys when I don't get it?"

No one likes to feel that he or she is doing something which has been asked them to do. Human's tendency is to act accord to our own ideas. So if you include employee in decision making they feel that they are working to the ideas where they themselves participated and contributed and this is the way you can make the other person feel important also. Thus the employee get motivated to do the job better while execution behind the particular idea.

One way to motivate the team members is by setting a SMART(specific, measurable, achievable, realistic, timebound) goal. If the expectation out of the employee is communicated to him/her clearly and when he/she knows that he/she will get evaluated against those goals then certainly the team member will try to achieve those goals according to their best potential. It is also equally important to review the goals periodically with the team member and give them both positive feedbacks so that they can continue building the qualities and corrective feedbacks so that they can try to improve on them and thus motivate them to get higher productivity.

Hello, To encourage to work, to take decision immediately and to make them plan on their own will help them to motive and to give result in stipulated time.