Leader's Guide to Motivate People at Work

Leader's Guide to Motivate People at Work

• 1.
  to Motivate People at Le ader'sGui de Work
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  higher morale performance and productivity. 30%of executives say that motivating their employees is their toughest job Why Motivation Matters?
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  COST The average employeewastes 2 hours of a workday Disengaged workers cost the economy $300 billion per year
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  Carrot and StickApproach Most managers use it to induce a desired behaviour by blending rewards with punishment. Problem: It only works for simple, straightforward tasks. If a task requires any creative thinking, this approach doesn't work.
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  Money 89% of employersassume employees leave for more money, but only 12% of employees actually earn more from their next company. Money is a motivator, but if you pay enough, other incentives come into play
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  Mastery /ˈmɑː.stər.i/ the urgeto direct our own lives the urge to get better Purpose /ˈpɜː.pəs/ Autonomy /ɔːˈtɒn.ə.mi/ be a part of something meaningful What Motivates People?
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  Survey Says... % ofworkers who claim the following factors are very effective motivators: cash bonuses pay raise stock options 60% 52% 35% praise from managers attention from leaders more responsibility 67% 63% 62%
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  Guide, Step 1.More praise Use Weekdone to know employee's current status and tasks Be specific with your feedback Use discerning or analytical tone when giving praise “Your timeliness always helps me do my job better. Thanks.”
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  Step 2. Moreattention Only 40% of employees are well informed of their company’s goals, strategy, and tactics Take time for 1:1 meetings Give people purpose by explaining the bigger picture Use Hierarchical Objectives and Key Results to help people understand how company goals align with theirs
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  Give more demandingtasks Give the freedom to decide for themselves Offer opportunities for their suggestions Step 3. More responsibility Study found: The harder a project is, the prouder we feel of it
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  Properly structured incentiveprograms can increase employee performance by as much as 44% Make sure it stands out from regular pay Rewarded goal has to be realistic and at the same time challenging Make sure the reward system is reviewed and changed if needed Step 4. Better bonuses
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  Step 5. Payraise Should be in correlation with the results and the development of an employee Discuss the amount and terms with the employee before hand Raise should be around 10% to make an impact
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  Use a performancemanagement tool like Weekdone Know the status of your employees Give transparent feedback Set company, department, team and personal goals Step 6. Use Weekdone
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  Step 6. UseWeekdone Time Management Guide How to Set SMART Goals BY WEEKDONE WEEKLY STATUS REPORTS 12 BEST TIME MANAGEMENT TECHNIQUES HOW TO SET S M A R T GOALS 7 Lifehacks: How to Succeed in Productivity Without Really Trying BE MORE PRODUCTIVE NOW 7 LIFEHACKS BY WEEKDONE (that can be absorbed during a coffee break) Related content