Ana,
You mentioned coming into work early and staying late, which is above above and beyond the call of duty. These character traits deserve recognition.
Cindy Bryant
Managers can and must motivate their employees on a daily basis throught these channels
recognition for a goo days work
Praise for going over the required number of enrollments for the week
Praise for coming in early and staying late to take care of a prospective student.
Weekly motivational team meetings j
William,
It sounds as if you are motivated intrinsically. According to the Cognitive Evaluation Theory there are actually two motivation systems: intrinsic and extrinsic that correspond to two kinds of motivators:
intrinsic motivators: Achievement, responsibility and competence. motivators that come from the actual performance of the task or job -- the intrinsic interest of the work.
extrinsic: pay, promotion, feedback, working conditions -- things that come from a person's environment, controlled by others.
One or the other of these may be a more powerful motivator for a given individual.
Intrinsically motivated individuals perform for their own achievement and satisfaction. If they come to believe that they are doing some job because of the pay or the working conditions or some other extrinsic reason, they begin to lose motivation.
The belief is that the presence of powerful extrinsic motivators can actually reduce a person's intrinsic motivation, particularly if the extrinsic motivators are perceived by the person to be controlled by people. In other words, a boss who is always dangling this reward or that stick will turn off the intrinsically motivated people.
These are good tips for a manager to be aware of to encourage their team.
Cindy Bryant
The training I recieved had me motivated and excited. The positive feedback I recieved back from the instructors made me even more motivated.
Managers should administer monthly activities for the employees to show their appreciate for their service. For example, every month we have a employee appreciation day where we give out food and allow the employees to get free services from the students.
Melissa,
Education is built on a the foundation of helping others achieve their goal. Teachers have always been inherently motivated by the success of their students.
Cindy Bryant
Create a positive working environment where employees feel valued and recognized. Understand the individual and find compliant motivators. Hire people who are motivated to help others and make a difference.
Motivating employees is important and I think the true benefit of the elimination of "safe harbors" is the renewed importance of hiring employees that have the interest of the students in mind far more than their own compensation. You have to be motivated by the thought of helping students obtain their goals and objectives, this is what should have brought us into this industry. Motivation is merely reiterating how we can help our students and why we are helping them. I know personally that seeing a student graduate is the most satisfying feeling of accomplishment and motivator for me.
YOu can motivate by having powerful conversations and investing in their success.
Annette,
Training is a great non-monetary motivational strategy...the better prepared a team is the more confident they become in their daily duties.
Cindy Bryant
Positive reinforcement and compliments always work. We also like to give more responsibility and training. The more the employee knows the more confident they feel at doing their job
Listening to employee suggestions and including them in planning helps to motivate.
Sandra,
I was happy to read that you included all facets of school departments in your reply. You are right all jobs at the school are dependent upon student enrollment which in turn makes every associate responsible for meeting the needs of the students. You have offered great ideas...I think the fact of upgrading the workplace environment lets employees know that you care about them and their comfort. Thanks for your post.
Cindy Bryant
Hi Cindy
This is a tough one. Everyone wants to be rewarded for a job well done, not just the recruiter. That being said, all other jobs at a school are dependent on enrollment. The person who is responsible for that is the recruiter. I wold recommend other personnel be a part of the team a prospective student comes in contact with while making a decision about attending. If everyone is familiar with school polices and can promote the school in a positive way, then the recruiter's job is much easier. The recruiter does not feel they have been the only one who gets students to enroll, it is the team that gets students to enroll. Eliminating a recruiter's ability to want an incentive would help.
Compensation can be given to everyone when enrollment is high by making the work place more enjoyable, improving the work place by upgrading furniture, adding work saving equipment.
If appreciation is shown to everyone based on the school's overal success, it isn't compensation for recruitment alone and itsn't given to just one person.
It could also be if profits reach a certain level for the year, everyone gets a bonus in their pay check.
Sandra
Our managers do a great job of recognizing accomplishments and hard-work. These Rep's get the praise they deserve in team meetings and through e-mails that we are all attached to.
Who you hire represents you and your organization and ensuring you are hiring the right people is where it all starts. Hire with the intent of hiring someone whose intent isn't to make money or to just hit goals, but hire those that are motivated through successes related to being in this business for the good. Don't get me wrong, having someone with a sales background can be helpful due to the typical skillset of being driven, motivated, goal-oriented and competitive, but if someone is looking to get in to education to just get a paycheck then this isn't the industry for them. We are in education to be the gateway to change and to support prospects through the enrollment process so that they can get educated within their specialty. We are door openers for individuals. Reward systems do not have to just be based off of financial incentives, find those that want to be on your team because they are over-performers with good moral character, great communication skills, those that can know their school programs and be a true professional. Honesty and integrity will always weigh over everything. With all those qualities, school growth comes. For those that have those qualities, quarterly award opportunties can work. Simple emails congratulating someone on their successes in building relationships work. Daily pats on the back as well as opportunities through excelling in positions to teach others and potentially growth in the form of promotions work as well. Don't hire someone just wanting financial incentive, hire someone who is in this for the greater good.
I think due to all the new regulations you have to give praise to all your employees and give them non monetary incentives such as days off and three day weekend based on attitude and performance. This will in turn benefit the company and satisfy the employee.
Andrew,
Hi! You are right the world of career education has made several changes in the last few years that has preempted the way that we must motivate our teams. You have said it well. :)
Cindy Bryant
The bottom line is that it is a new environment. We must sincerely praise and recognize our employees for a job well done. I normally do this in quarterly all staff and faculty meetings. Monetary reward doesn't always equate to real job satisfaction. Individuals are also in need of knowing they are doing their jobs well. In the end, we are all helping students change their lives at every level. I would only want to hire an employee that understands, as is passionate, about helping students better their lives. The safe harbors shouldnt have any impact on that whether with or without them.
Keeping a comfortable, happy, stress free work environment is what most people want these days and it creates the optimal environment to concentrate on what they are there to do.
