I agree totally. I think it is very important for the manager to have a positive professionalism when dealing with the faculty and staff. Showing appreciation for hard work does provide a happy environment to work in and lots of motivation.
I agree. Intrinsic motivation pays off in the end. Intrinsic motivation will be different for each employee, depending on their personality and work style. Motivation is found by setting goals. Those can be as simple as taking an early day on Friday or having an appreciation lunch. Once you build a community of relying on monetary and cash bonuses and incentives, you will have to keep that model and keep increasing the bonus to keep employees motivated.
Public recognition with peers
There are a lot of positive things that can be put into place in regard to employee motivation. A simple, "thanks," taking the time to stop by their office or desk and verbally commend them on their performance, also monthly recognition of an individual who has gone above and beyond. I know where I work, staff submit names to our campus president quarterly, so recognition is not bias.
When it comes to admissions, have little contests. There are goals that reps must meet, so if they meet their goals have a jeans day (we all love love love jeans day)or have a luncheon for their hard work and efforts. Really it comes down to positive recognition. Money is always nice; however, if our employees know upfront this is not an option, then the little things we can do instead will mean a lot.
Thank each employee personally at least once each month. Personal thanks emphasise the value of the person to the company, it gives opportunity for praise, especially where the employee's input has been instrumental in recent company success, and allows management to interact on a meaningful level with their workers. This also gets rid of the isolated feeling employees often have of being just smalls cog in a big machine. Above all, it offers regular recognition and becomes separate from any performance review.
Managers can give verbal or written recognition for exceptional employee performance. This recognition can come in the form of an announcement at an employee meeting or dinner or in the form of a recognition letter for an employee's file.
I agree. Along with acknowledgement, providing ongoing training and making sure staff have the tools they need to do their job and feel they are doing a good job is crucial.
I think one of the best things to do is offer positive feedback often. It's also important to incorporate team building activities so that employees stay engaged as a team and work towards the common goal of the organization.
I believe recognition is sometimes more important than money. People want to be recognized for their hard work. It is a proud feeling to have a picture in the hallway with a short synopsis of the positive things that person has achieved.
Consistently setting good examples of following the Values and Mission of the institution. Creativity and sincerity when giving praise and gratitude for a job well done.
Traci, I would have to only chime in with what everyone has already written. From the top down, leading by example and keeping a postive attitude. Not condemning one for mistakes and instead leading them to make corrections and be successful is a great quality in a manager that will help keep the team compliant and employed. We are constantly enrolling students who want to work with and help others, let us remember that each member is also here for the same goals.
Managers should motivate employees with positive reinforcement during stand-up meetings.Perhaps give small coupons out when an employee does well allowing them 30 additonal minutes for lunch or something simular to that. Offer certificates or awards on a quarterly basis to those who have achieved during that quarter. A more formal appreciation luncheon is always nice to regonize employees.
Managers can motivate employees despite the elimination of "safe harbors" by simply remaining positive and interested in the daily workload of the individuals he/she manages. This in return keeps open communication and reduces the risk of putting too much pressure on employees, especially those with multiple managers. "Thank you" goes a long way, too!
That is a great idea. I think I'll give that a shot. I have done the usual thank you card, but this I think sparks some creativity.
It is extremely important for management to keep positive and interact with their employees in that same manner. Give praise for a job well done and leave the negativity out.
By letting the person know how much they are appreciated, lead by example. Motivation is the key,help to build character in that person as well as the team.
Simple encouragement and recognition are always easy ways to keep employees motivated
Internal awards such as most spirited, "can do" awards, "above and beyond" type awards really help. They show to the rest of your coworkers your job efforts. And it helps to motivate everyone to step up there game and put there best foot forward.
Everyone appreciates being recognized by their peers. Having one’s accomplishments acknowledged goes a long way in reinforcing intrinsic value. Managers can do many things to provide this recognition and motivation. It can be as simple as a hand-written note of thanks on their pay envelope to a more formal recognition of an awards luncheon. People need to feel needed and appreciated.
Managers should be a role model that employees want to look up too. If we admire and respect our manager, it makes us work harder to please them.
