Lead by example, Positive reinforcement and modeling appropriate behavior
I agree that creating such an environment can be challenging but I am also of the belief that it is necessary. Especially in the educational department, if management and/or program directors set the pace then the instructor will most likely bring their motivation and positive attitude into the classroom this will trickle onto the individual student and can only have a positive effect in them. This might even increasing student retention.
Positive reinforcement is the key. Too many managers are quick to point out shortcomings or areas of improvement, but never take the time to tell employees when they are doing a good job or give them a "pat on the back."
Managers can lead by example, and always keep the students and employers in mind when making decisions. When the Manager continues to always do the next right thing, I believ that the employees will see that as a place which they will want to work.
Letting your staff know when they've done a good job is #1. The power of positive feedback and recognizing an employee is absolutely awesome. Positive motivation will build a strong sales team who will help each other rather than compete against themselves.
A good old pat-on-th-back for an outstanding job goes along way and many times means more than something tangible or valuable. Giving praise makes an employee feel valuable to always put in a great effort.
Gladine - I completely agree with your approach!
Provide positive feedback and say "Thank you" Recognize individuals who are doing an exceptional job. Verbal praise in front of peers can go along way. Remember their birthday, have a silly contest, quote of the day....be create in your motivation strategies.
On the other side, encourage and support those that are struggling. Never critisize in front of others.
This is the dilemma that every Career School is facing. At the end of the day everything can have a monetary value placed on it.
Employees can be motivated with positive feedback and support. Just as in the education department, there needs to be an intrinsic feeling satisfaction, without the need for monetary compensation. All departments in an educational setting assist each individual in reaching a goal and changing his or her life. This is motivation at its best.
Managers can do the unexpected- help with duties, take staff to lunch on our dime and in general be consistent with follow up and praise. Everyone needs to feel valued, even managers. Especially, when monetary compensation is not an option for going above and beyond. Employees must have a sense of self motivation in order to be happy in the workplace.
Excellent points, Eric. The lasting benefits of intrisic motivators are significant. Creating a culture that fosters such may be challenging but is definitely worthwhile.
Praising employees when they are doing an excellent job is an incredible motivator!
There are two types of motivation, extrinsic and intrinsic. Extrinsic involves giving someone something to encourage them to continue a good behavior. Research has shown that this type of motivation is often short lived requiring constant motivation through extrinsic means to maintain the behavior. On the other hand, intrinsic motivation involves a person feeling good about themselves through praise, acknowledgement, appreciation, etc. This type of motivation has been shown to be longer lasting and results in a more permanent maintenance of the behavior.
So, as managers, we should focus on how we can utilize intrinsic motivation to reap the same, if not, better and more permanent results.
I agree with this completely. An Admissions Rep should never enter into the position under the pretense that they can earn monetary commission from enrolling students; our commission comes in the form of students graduating and changing their lives. This position requires the type of person who is internally motivated and can succeed with verbal confirmation of a job well done from peers and leaders at the school as well as seeing students progress and succeed in their program.
I strongly agree that non-monetary means of motivation and incentivizing are very difficult for sales people. It means managers will have to get more creative to find ways to do so.
Be the #1 Cheerleader of the team! If good moral isn't there then the team will head in the wrong direction.
The provision for grad bonuses is a safe harbor which will be eliminated effective July 1, 2011.
I agree with you about finding an individual's personal motivating factor. What appeals to one may not appeal to another.
I would also like to take a page from hockey and give a coworker "points for an assist." This would give recognition to someone who helps a coworker; i.e., giving a tour, mentoring,coaching, etc. This would build great team spirit and cooperation.
What about graduation bonuses?
