Z-Coils

Hi All,

Wow! Just got a pair of Z-Coil Shoes. I am getting used to them. They are like walking on air!
That is one way to feel motivated!

To Your Success!
Lois

Graph of Existence

Hi Everyone,

Just got back from Miami Beach, Florida after spending almost a week there. No, it was not vacation. I have a wonderful doctor there that treats my joints. I am tripedal - I need a cane - I am hoping to get back to being bipedal.

While I was there in his office I saw this great picture on the wall called the Graph of Existence. It does not have any name or reference on it as to whom to credit. I am assuming either it is truly anonymous or my doctor, Dr. Farshchian, thought it up and made the picture.

It is very thought provoking to me. I hope you enjoy it.

Is Money a Motivator for Employees?

by Lois Moncrief

The answer is not simple. The answer is "sometimes" depending upon the circumstances.

The only people I have heard who say that money is not a motivator are people who have plenty of money.

Show me an individual who is having trouble feeding his family and putting a roof over their heads and I will bet he will say that money is a motivator for him.

Do bonuses motivate? Yes, for a while but within months the employee usually goes back to business as usual. If he was a self motivator before he will be that again. If he wasted a lot of time and did not work hard he will revert to that behavior also.

Do raises motivate? Yes, for a while.

Do promotions motivate? Yes but there are other factors here - new responsibilities, a different and perhaps more challenging assignment. The other factors may actually be more motivating than the additional money involved.

Will potential employees take any job if the money is enough? Some will.

Are there jobs I would not take no matter how much money someone offered me? Absolutely.

Certainly, Money is a Big Factor But There Are Other Important Factors to Be Considered

For example:

* the working conditions,
* how one is treated on the job,
* how interesting is the job
* how dull or repetitious is the job
* how dangerous is the job, etc.

Can You Motivate Employees Without Money Being Involved?

Yes, you can.

A highly desirable job can be very motivating. Generally, being an elected local official in the USA does not pay very well. Some people take these jobs for the recognition and some because they want to serve. Other jobs can be motivating for different reasons.

Teachers - someone who has spent their life wanting to teach others will accept a teaching position when they could easily make more money doing other work. Teachers willingly put in many extra hours evenings and weekends grading papers and preparing lessons without worrying about the actual pay per hour for all of this extra work because they like to teach.

Other service oriented work such as fire fighters and policemen are certainly not taking those positions for the pay but usually because they have a desire to help or serve others.


Some Ways to Motivate Employees That Do Not Involve Money

* Provide good working conditions and a good place to work

* Treat employees with respect and kindness (do unto others as you would like them to do to you). Use their appropriate given name and not some disrespectful name.

* Recognize and praise your employees for jobs well done.

* Remember, most people want to feel appreciated and valued. If your employees have earned appreciation and if you value them then show them. Saying, "Thank You" and "Please do this" rather than yelling "Do This" or saying "Hey you..."

* Show them you care about the working conditions, their concerns about the work and the jobs.

* Listen to their concerns.

* Allow them to participate in helping to shape the work and the future so they can have pride and ownership in their work.

* Match the right person to the right job - give a person a job they really love doing and can excel at and then praise them when they do excel.

You Are the Manager

None of this means allowing them to take advantage of you or you being a weak manager. Never allow that. You are the boss. You can be firm but still fair and caring.

You can do all these things and still maintain your authority position as the manager or business owner. You can be benevolent and yet still be in control.

Based on the principle of reciprocity. you will probably find that your employees will appreciate you even more as a boss and will want to work even harder for you.

U.S. President Ronald Reagan and Colin Powell, His National Security Adviser

There is a wonderful story about Colin Powell and President Ronald Reagan. Colin Powell, U.S. President Ronald Reagan's National Security Adviser, wanted a specific course of action. President Ronald Reagan agreed to follow the course of action. Unfortunately, the results were not as hoped.

In a press conference, Ronald Reagan was pressed by reporters about his administration's action. He accepted full responsibility for the result and never mentioned Colin Powell's name at all.

Later, a grateful Colin Powell told a friend, "There is nothing I would not do for that man." In that one action, U.S. President Ronald Reagan had won his National security Adviser, Colin Powell's total devotion. There was no money involved just respect and kindness.

Russell Brunson

Russell Brunson is in his twenties. He was a wrestler in college. He became interested in developing an internet business and created the concept of "microcontinuity" which made him over a million dollars within a few short years.

I had the pleasure of hearing Russell speak at the SuperConference in April of this year and he said he was going to use some of the money he had earned for his real passion. He has hired a coach and the best greco wrestler he can find to help him prepare to compete in the 2012 Olympics.

Certainly, his motivation for a shot at the Olympics is not fueled by money as he already has that. He, perhaps, wants the satisfaction of achieving his dream or perhaps he wants the recognition and praise of being an Olympian.


Copyright (c) 2009 Lois Moncrief All Rights Reserved

Move Them on Up!

by Lois Moncrief

In the last two issues, I have talked about the Gallup Management Journal Survey from October 12, 2006 ( http://gmj.gallup.com/content/24880/Gallup-Study-Engaged-Employees-Inspire-Company.aspx ).

The survey mentions 3 types of employees: engaged, not-engaged, and actively disengaged. I said I would take the next few weeks to discuss how to deal with each type of employee.

This week I want to talk about your non-engaged employees and how to motivate them to be more productive

The Gallup Management Journal Survey referenced above defines non-engaged employees as follows:

Non-Engaged Employees: employees are essentially "checked out". They're sleepwalking through their workday, putting time - but not energy or passion - into their work.

According to Gallup this is your "middle" group of employees comprising 56% of your workforce.

They are between your bottom group of actively disengaged employees (15% of your workforce ) and your top performers - your engaged employees (29% of your workforce).

Your top performers are already "self motivated" and already doing their best for you.

Your bottom performers are very difficult to change.

This middle group that comprises the majority of your employees has the most potential for change that will benefit your company.

So you need to find a way to wake up your "sleepwalkers" and "check them in" so they are not just "putting in time" but become excited and engaged in their work.

Concentrate Your Motivational Efforts on Your Non-Engaged Employees (Your "Checked Out", "Sleep Walkers")

In previous ezines I have sent you I have talked about:

• empowering employees
• encouraging ownership and pride in their work
• educating them to see the big picture
• helping them to understand their part of the operations
• holding regular meetings to keep them informed
• understanding that they need to feel valued, important, appreciated,
• that you need to say, "Thank You" when they do a good job
• almost all of your employees are coming from the position of "what's in it for me?". Answer that in a win-win solution and you have them!

All of those articles can help you understand ways you can motivate your employees.

I have also mentioned that you need to get to know and build a relationship with your employees and talk to them on a regular basis - individually. During these talks you may discover factors -external to work or at the worksite that may be a distraction from their work. This information will help you understand how to approach individual employees to get them more motivated. There is an old saying that "People don't care until they know how much you care." In other words, listening to individual employee problems and showing compassion in dealing with them will usually result in the employee appreciating your support and reciprocating by doing a better job for you.

In addition, there are awards, small gifts, recognition, incentives that can be used to motivate your employees. You can have contests, competitions, parties, etc.

Think of the impact you could have on your company by getting 56% of your employees (the non-engaged) to work just 10% harder during the day - that would be approximately 5% more effort overall - 5% more product or services that your company is selling and probably 5% more on your bottom line.

copyright (c) 2009 Lois Moncrief All Rights Reserved