Making every one feel that they are an invaluable part of the team
Just saying thank you and showing appreciation for your hard work is the best way to motivate employee's. Knowing that what you do is noticed and means something will make you want to continue to do a good job!!
Being clear and direct is very important. Managers should be up front with their employees, focus on the good going as well the not so good, give praises, be respectful, and set new goals to keep the energy going within a company.
This is a great idea that I'd enjoy seeing at my school in our training sessions!
I agree that leading by example is so important. Always give positive reinforcement, clearly communicate and model appropriate behavior.
Leah - I completely agree with your comments. A great culture where employees enjoy working is a wonderful motivator!
Carina - great example of a non-monetary incentive that could be meaningful to employees.
Promote a positive, worry-free work enviroment and remind instructors and employees of the value of their work each day. Educating and inspiring instructors and employees is truly invaluable.
Employees are motivated by genuiness and time. If as managers we are focusing on quality time and appreciation of service, employees will focus on these values as well. Example: Rotating work schedule for folks who are performing well (ie. no late nights for a week)
Primary instrucotrs and clinical instructors lead by example and model professional behaviors. Studnets learn professional core value behaviors and practice scenarios that reinforce these values and attitudes. Our professional organization strongly emohasis the practice of ethical behaviors as part of daily patient care and practice.
Creating a company culture with high expectations that are clearly communicated and reviewed on a routine basis with staff improves overall staff motivation. In the past, we have had carrot at the end of the stick approaches; however, these provide short-term results rather than generating consistent growth and achievements. Developing a culture where employees are listed to, have healthy relationships with peers, are given support, and are recognized by management will assist in developing motivated staff.
Thanks, Sharon, for your tip - 3 P's - to set the guideline for leading by example.
Award non monitary recognition for their achievements and or give some kind of formal recognition for their achievements.
I agree with alot of the other comments. Managers can say thank you, give special awards (ex. Certificate of Gratitude), write a note of encouragement, or verbally let them know their efforts are appreciated. All of these are positive ways to communicate to your staff that their good deeds are not un-noticed.
Totally agree...hopefully students will lead by the example set for them via their instructors and program directors.
I agree, good managers and leaders always lead by example and provide a positive, professional presentation (the 3 p's) if we achieve this with all interactions the outcomes will be positive.
I agree. Recognition in front of their peers can also be a great motivator, and it's free! They all want to be "the best".
It can be difficult to motivate sales reps with non-monetary means. Most people go into sales for the money, right? Many people can feel motivated by the fact that they are making a difference. I've heard several of our reps comment on this and I see how proud they are when one of "their" students graduate.
I think simple recognition can be a motivator. There are somethings that have an intrinsic value such as abiding by one's moral code and knowing that you are operating within the guidelines.
