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Maintaining Employee Morale in a Down Economy

Maintaining Employee Morale in a Down Economy. Strategies for Motivating Your Stars. Here’s What I Believe. There’s a big difference between building morale and motivating people Motivating is a lot tougher

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Maintaining Employee Morale in a Down Economy

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  1. Maintaining Employee Morale in a Down Economy Strategies for Motivating Your Stars

  2. Here’s What I Believe • There’s a big difference between building morale and motivating people • Motivating is a lot tougher • Building spirit is critical to a well-functioning department; motivating your “stars” is key to retaining them • Creating motivated employees (especially when times are tough) is your #1 responsibility

  3. Today’s Reality • Lower stock prices • Salary cuts and freezes • Smaller staffs and more work • Cutbacks in training and travel • Added responsibilities with little prep • Limited communications flow • Lack of challenge

  4. It’s Not the Down Economy You Should Be Worried About – It’s the Up Market!

  5. There’s A Storm Coming … • It could wreak havoc with internal relationships • It could upset your structure and your teams • It could increase pressure • It could cost you and your companies money!

  6. What Can You Do Today? Strategies for Success • Don’t forget the basics • Create a new culture of leadership • Develop special programs for special needs • Take a new look at performance reviews

  7. Don’t Forget the Basics • Rewards and recognition build spirit • Staff dinners,celebrations • “Something special” awards • Annual offsite and quarterly meetings • Rewards tied to the “little things” • R&R/creative “rooms”

  8. Don’t Forget the Basics • Challenge yourself • CEO acknowledgement builds motivation • Nothing succeeds like a sincere “thank-you” • Create opportunities for staff interaction • E-mail/notes to your stars • Attendance at key meetings • Budget support for training and development

  9. Create A New Leadership Culture • The ability to “influence other people’s emotions, feelings, attitudes and their determination …the ability to connect – on a human level – with many different types of people.” David Maister • An internal coach who is willing to focus on the needs of others to ensure the success of the enterprise

  10. Create a New Leadership Culture • Motivation cannot be delegated • Attend meetings you used to pass up • Open your door and your phone lines • Practice “walking the halls” management • Build relationships with instant feedback • “What’s in it for them?” • Share the vision

  11. Create a New Leadership Culture • Rate yourself as a coach • If you don’t ask, how will you know? • Share ratings with staff • What can I do better? • Increase/deepen communication with your stars • Encourage “personal” conversations and then follow-up on what you hear • Learn how to make people tell you how they feel and what they need; acknowledge what you hear • Conduct focus groups and personal assessments

  12. The DISC Assessment • Helps people understand their own strengths and behavior tendencies • Helps managers observe and understand how staff tends to cope, relate to others, use their strengths strategically • Helps the team understand their behavior styles to improve working relationships

  13. The DISC Assessment • Defines ideal work environment • Identifies motivational tips • Improves communication • Helps employee communicate better with others • Describes how others perceive them

  14. Create Special Programs for Special Needs • Training and skills building • Leadership and management • Remedial coaching • Life/balance issues • Team dynamics • Business issues • Company plans • Marketing strategies/competitive issues • Involve corporate/division management

  15. Take a New Look at Performance Reviews • Opportunity for you • Put greater emphasis on career development • Focus supervisors on what they really need • Reevaluate structure and organization to create new challenges • Make it an ongoing process to head off surprises

  16. Take a New Look at Performance Reviews • Opportunity for them • Critical to career pathing • Identifies wants and desires • Creates roadmap for promotion and new responsibilities • Offers opportunities to improve current work environment • Concentrate on strengths, not weaknesses

  17. The Bottom Line • Think motivation not just morale • Motivation cannot be delegated • Motivation requires a deep commitment to understand what makes your people “tick” • Motivation also requires new behavior and a willingness to change your habits and beliefs

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