Archive for the Emloyee Management Tag

Infographic: What Keeps Employees Motivated?

If money doesn’t buy happiness, what does? For managers and human resources staff, this question can be complicated yet it is crucial to increasing productivity and satisfaction in their employees. In this infographic by Salesforce, we learn that employees want to be noticed, engaged with, as well as praised for their hard work (if they are in fact working hard!) In fact, 72% of the current workforce considers themselves to be disengaged, which translates into a $370 Billion dollar annual productivity loss in the U.S. due to this disengagement.

Managers: start paying attention, and your employees will respond! Learn more below.

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This infographic is about Salesforce Rypple. If you remember about a year ago, Salesforce acquired Rypple (the social performance platform), to tap market segments like employee and talent management. Now the CRM giant is launching Rypple, under the name Work.com.

Employee motivation training Programs

Employees are heart and soul of every organization. The output of any company heavily depends on them. So the best way to keep your business going is to keep motivating your employees so that they will continue producing positive results.

Employee motivation training program is the best way to motivate the employees. Good employee motivations training programs helps them in discovering their problems and find their solutions. The training should be focused on what the employees are expected to achieve. Along with the motivation, they should also be equipped with enough tools to help themselves on their way. They should always be aspired for more by setting up some distinct goals ahead of them.

Proper respect for the employees is another aspect of keeping them motivated. There should be no communication gap between the employer and the employees as this can create a lot of confusion. Let your employees know how important they are to them and make them feel proud of themselves. But at the same time remind them of their crucial duties too.

If the employees realize that the quality of their work will be reflected on their position and status in the office then they will be more focused on their work rather than anything else. Find the strengths of each individual and put them in the right job.

Employee motivation training can be done on a personal basis or in a group according to the need. Group training is useful in order to improve the team-spirit while personal employee motivation training is useful to solve individual problems. Such trainings can be done at homes, public places or even at camps.

Trainings can be conducted on short sessions or they can even last for few days with some breaks. Such trainings should create a positive ambient and inspire each employee to focus on their work.

You can search for employee motivation training programs on the Internet or contact the local authorities for information. It is better to have a local training group as far as possible. Before deciding, do ask for a sample of their program and analyze it. Ask them if they can make some small modifications to meet your specific needs or not. That will help you in making the right decision.

Only a good employee motivation training program will help you motivate your employees towards their work.

Handling an Over-the-Hill Employee

James, a newly-installed manager in a manufacturing firm has a problem and it goes by the name of George, a production engineer directly under his supervision. They were just given an order by a foreign client and it was standard operating procedure for the company to create small work units that would handle the order.

To handle the account, the company chose George, a 50-year-old engineer to work with James, the up-and-coming manager. The pairing, the management thought, was inspired. George would provide the knowledge and experience while James would provide the corporate savvy needed to secure the reliability of the delivery.

As such, James assigned George to head the unit that was comprised of several 20- to 30-year-old engineers and tool makers. Based from the fact that George has been with the company for several years and that the job was something he did countless of times before as one of the production engineers, James put his complete trust on him.

All in all, James thought, he would not encounter any problem and expected “smooth sailing” in the weeks and months to come.

How wrong James was.

As production ensued, James received reports that the order might experience delays due to George, who was described by one company manger indirectly working for James, as an “over-the-hill production engineer, solely in need of being let go.”

Luckily, James was more conscientious in judging character and ability and as sure that despite George’s age, the latter still had the “juice” to come up with his best work. But what could James as a manger do? Should he fire George or disregard the accusations leveled against the man?

Here are some useful steps that James followed in determining whether George was indeed over the hill.

  • Get the facts. Determine the employee’s past experience with the company. Look at his interests and see whether it has a bearing on the present situation. Talk to his previous supervisors and ask them whether a similar situation (e.g. unreliability) arose in the past.
  • Talk to the person. Talking to previous supervisors, however, is not a foolproof way of determining the reasons why a person is working below par. James asked George if he could discuss several things with him. George agreed and the information that James got was priceless. It seems that George was indeed discouraged because of the promotion that he did not get.
  • What to do. As expected, George promised James that he would try not to be bothered by previous disappointments. For his part, James promised George that he would try to incorporate developmental training in George’s functions so that the latter could add on to his knowledge and thus make him feel “not left out.”

Sometimes, being over the hill is not just a chronological state but a mental state as well.