Motivating Employees

1. Motivating Employees Manon Lamontagne,MBA,CHRA,CAPA MLRB Consulting Services

2. Learning Objectives

3. What is Motivation? The willingness to do something conditioned by the action’s ability to satisfy some need for the individual.

4. Motivation Myths:

5. Why Motivate Employees?

6. What motivates employees?

7. Theories of MotivationMaslow’s Hierarchy of Needs – First Nation Perspective

8. Stress and Burnout from an Indigenous Perspective Robert G. Crow “Stress and Burnout amongst Aboriginal Peoples” Using quantitative and qualitative methodologies, the research project seeks to identify the current burnout levels and occupational health of Indigenous individuals and to compare these findings with the existing results from non-Indigenous workers in Canada.

9. The research conducted by Crow (1997) in the Treaty 7 area found 14 Unique Causes of Indigenous Stress: Skill and Education Residential School You know the People Nepotism Organization Vision Spiritual Leaders Services Politics Racism Indian Time Jealousy Culture Policy and Procedure Less Pay

10. Signs of a Motivated Workplace

11. Importance of Motivational Strategies Foster employee loyalty Boost productivity Influence on pay, promotion, job design Nature of relationships Nature of the job itself Characteristics of the organization

12. Effective Performance Management

13. Organizational Climate and Culture

14. Performance Standards

15. Job Design Strategies Job Design: combining tasks to form complete jobs. Skill Variety Task Identity Task Significance Autonomy Feedback

16. Job Design Strategies Job rotation – movement of employees from one job to another to relieve the boredom often associated with job specialization.

17. Job Design Strategies Job rotation – movement of employees from one job to another to relieve the boredom often associated with job specialization.

18. Job Design Strategies Job enrichment – incorporating motivational factors (achievement, recognition, responsibility) into the job

19. Job Design Strategies Job enlargement – addition of more tasks to a job instead of treating each task as separate.

20. Job Design Strategies • Flexible scheduling strategies – • Flextime • Compressed workweek • Job sharing

21. Motivation Tips • Offer a positive work environment • Keep lines of communication open • Provide opportunities for advancement • Have fair compensation packages • Recognize and Reward your employees • Encourage teamwork

22. Finding Personal Motivation • Take pride in your work • Practice good time-management skills • Pat yourself on the back • Indulge your passion, whether at work or after hours • Take classes to indulge your creative side • Make time for friends • Do something totally different from your work • Relax over the weekends • Take a vacation • Change your routine, get a different perspective • Pay attention to your health

24. Lead by Example

25. Actions speak louder than Words

26. Things That Don’t Motivate • Personal Attacks • Embarrassing • Governing by Fear • Shouldering All Responsibility • Overworking Employees

27. Development Adaptive leaders push themselves and their staff to acquire new skills and to evolve to changing situations Lifelong Learning • An adaptive leader is a lifelong learner • Focus on competitive drive • Use failure as an opportunity to learn • Read • Use stretch assignments • Collect quality feedback • Remain humble

28. Developing Others

29. Tips in Developing Others • Help develop employees • Help them achieve their goals • Create a trusting relationship • Let them figure out how to do things • Give them a role to live up to • Make every job important • Promote diversity/include others in decision-making • Support those who fail or need help

30. Questions

31. Manon Lamontagne, President • MLRB Consulting Services Inc. • 28 rue Watt • Chateauguay, Quebec J6J 1P5 • (514) 831-7453 • mlamont@videotron.ca