Great information you shared, Sheila. Such intristic motivators and great leadership should help schools retain employees despite new restrictions.
What a great, personal touch, Wendy! Your creative and genuine sentiment made the difference to show your true appreciation, value, and respect of the instructors' efforts.
I agree positive reinforcement is always important. However, even though I have not always been able to spend alot of money, or get huge raises, I have found ways to show my Instructors I appreciate them. I remember one "Teacher's Day several years ago, I found some computer paper that had apples, and rulers, etc. on it. I found a beautiful poem about teachers, typed the poem to match the flo of the page, and tied each one with a red ribbon. Each Inst. came into that on their desk that day, and I think every single one of them let me know how they appreciated that!
Great leaders seek the talents and potential from their employees and use those talents and potential with certain projects. With the projects the great leader will assign the person with the talent in that specific tasks. Employees are more incline to stay with the company and manager if they feel they are invaluable. Research states that employees will remain in with company if they feel appreciated rather than an increase in pay. INcrease in pay is momentary where the feeling of appreciation and pride is with a person for ever.
Managers should lead by example, "walk the walk and talk the talk"
Maria - I agree that management needs to set the tone in order for it to trickle throughout the student population. I have seen some academic departments with substantially better student performance than other depts that could best be explained by the leadership of that specific program.
Edna - thanks for sharing your ideas. I have seen employees value a special parking place or lunch with a higher level manager do wonders for motivation! And, as you also noted, the power of public praise can reinforce and encourage ongoing performance.
I agree also that communication is the key. In addition to the important aspects of training that you have described, but also in the areas of motivation.You can motivate people with words of praise or recognition for their accomplishments or encouragment for their efforts.
Really listen, care, and be honest about what can and cannot be changed based on all of the criteria we are governed by.
Nonmonetary motivational strategies may include posting a thank-you message via email and sending it as company-wide announcement, thanking the employee publicly at a function, having a designated parking spot for an exemplary employee, having lunch with the supervisor or head of the organization, or receiving an extra time off. The desired outcome of the given examples is to continously improve performance and at the same time to motivate and help to build feelings of confidence and satisfaction leading to retention.
Angelia - I agree with you about customer servie being everyone's responsibility and the importance of trust related to culture. Thanks for sharing.
Follow their CORE Values and find personal and professional ways to reward great work.
Create a suppportive work environment.
Tell them you appreciate them and thank them, often. Keep them informed on what is going on in the department and with the students. Ask them what do they want to accomplish in the next year, for example. Then work together to establish goals to make that happen. We have a monthly lunch when employees are thanked for what we do to change the lives of our students. During this time employees are recognized in front of their peers for their achievements.
Motivation begins with leadership encouragment. Manager can provide positive attitude and feeback when an employee excells by following the rules.
Customer service is everyone’s responsibility. Creating a culture to build trusting relationships begins with our Admission Reps. With the buy-in and realization that each person makes a difference to change an individual life should motivate employees without the need for monetary compensation.
At our monthly meetings we give printed awards of acknowledgment of accomplishment. This is the moment to shine and share..
Providing a positive work enviromnet really does make a difference. Letting your staff know how much you appreciate them, with sincerity, is more important that a lot of people realize. You do have to be creative with motivation strategies because after a while the same old thing seems forced and generic.
Missy - I recently reviewed a school's summary of their employee benefits and was happy to see reference to their provision of training as a benefit on the list. As you noted, quality training is a value-add for employees as part of their professional development that they get without cost to them. Thanks for noting the impact of good training.
Positive Attitude and lead by example
I think well developed training - not sink or swim, or fly by the seat (or by night), or learn from the co-worker who just learned before you, but well developed training with solid instructional design, making employees feel truly professional instead of just a facade of professional or expertise, also makes a big difference and can be acknowledged as a non-monetary benefit that promotes a rewarding, quality atmosphere and career. Dress down days are another brilliant, non-monetary benefit.
