37 TIPS FOR MOTIVATING PEOPLE

 

TIPS FOR MOTIVATING PEOPLE

1.	Motivate everyone	Motivate all the team members even the quiet ones
2.	Get familiar with your staff	Everybody is an individual. To motivate someone you need to get to know them well and understand their personal motivators and demotivators.
3.	Look beyond salary	Focus on other benefits to motivate people including recognition, advancement and development.
4.	Understand your staff	Be clear about the beliefs on how people behave at work.  Ask yourself what you can do differently each day to keep your staff motivated.
5.	Keep ears open	Pay attention to general office chatter to find out what frustrates people.
6.	Build a reputation	Focus on establishing organization’s credibility.
7.	Be persistent	Always ask ‘why?’ until you reach the core of the issue.
8.	Keep asking for feedback	Persevere with regular surveys, even if the results shock you.
9.	Check the response rate	Always measure the survey’s response rate.  A low response in an area can be an early indicator of problems.
10.	Be enthusiastic	Give full attention and energy to your own job role.  Only then you will be able to understand and design a suitable job role for your staffs.
11.	Assess your own role	Thing about your role.  Your like and dislike about the role, and the changes that can be made.
12.	Choose your style	Choose motivational techniques accordingly to the short or long-term targets to achieve.
13.	Evaluate the objectives	‘What gets measured gets done’, so ensure the goals correspond with what you want the individual to deliver
14.	Select relevant goals	Always think whether the objectives really matter, not because they are easily measurable.
15.	Equip your staff	Consider what people need to do their job.
16.	Pull together	The benefits of working as a team outweigh the motivation of individual objectives.
17.	Regulate	Measuring too often you may not be able to detect any change.
18.	Matching training with ability	Consider what you want the training to achieve and establish how the individual learns best.
19.	Manage expectation	Increase employees’ prospects in the organization after they complete the training.
20.	Use ingenious ways to praise	Make praise public.
21.	Stay on track	Always link bonuses to what the organization is trying to achieve in the long run.
22.	Be proactive	Take positive action if you don’t like something and you can change it or think it can be changed.
23.	Think laterally	Visualize what a successful person you know when faced with the same problem you are up against.  This will help you resolve the problem.
24.	Stay positive	Concentrate on the good things you have done.  Build up a store of positive experiences.
25	Be aware	Pay attention to what is going on around you to understand what motivates your staff.  Ensure you don’t get involve in gossip.
26.	Empathize with your staff	Understand your team’s problems and empathizing with their position will help you motivate them better.
27	Act quickly	Don’t ignore the signs.  Take action quickly before the team think you haven’t noticed or don’t care.
28	Open it up	Involve people in decision making whenever you can.  Teams often make better decisions than individuals.
29	Be clear	People need to know when you are giving orders and when you are consulting.  Make this absolutely clear or you will cause confusion.
30.	Stimulate view points	Asking challenging question may make employees see the issue from a different perspective.
31.	Show endurance	Plan for downturn in performance and absorb some of the frustration and anger.
32.	Exercise trust	Trust your home workers or dispersed teams. While you need to know work is being done, you won’t motivate people by checking up on them all the time.
33.	Be quick to take action	Deal with performance problems as soon as they occur.  Ignoring them will not make them go away.
34.	Encourage team spirit	Assist and support other members of the team and do not talk behind their backs.
35.	Motivate for everyone’s benefit	When motivating project team, think about what benefits your team can expect from succeeding.
36.	Gain your staff’s trust	Take genuine interest in your staff.  Support them in a professional crisis.  Look after their long-term career interests.
37.	Review performance	Every 6 months, stop and reflect on your team’s performance.  Check where you succeed and where you short fall.

 

HIGHLIGHTS FOR MOTIVATING PEOPLE

1.	Maslow’s hierarchy of needs theory	Maslow believed that once a lower level of need is satisfied, its motivational impact declined and is replaced by higher level needs.
2.	Blame culture	Culture in which the organization looks to apportion blame rather than resolve problems.  It is an encapsulated by the question ‘whose fault is it?’
3.	Doctor Belbin’s Team roles	To succeed, teams need a balance of functional ability and their team roles. Teams work best when there is a balance of roles so that the team members can motivate and learn fro each other.
4.	Gaming	The behavior associated with achieving the target numbers by any means and without regard for delivering real performance.
5.	Commitment-based HR	There are two types of HR practice that is the commitment-based and transaction-based. Commitment based practices focus on developing long-term relationship between employer and employee. Transaction based practices focused on the here and now, just paying people for the work they do.
6.	Cultural change programme	Programme by which organization tries to change its values and the behavior of its employees.
7.	Dispersed team	A team based in a small office out of immediate contact with the main body of the organization.
8.	Benchmarking	The systematics process of comparing your performance with others.

 

Short notes from:

THE BOOK OF MANAGEMENT

The Ten Essential Skills For Achieving High Performance

Darling Kindersley Limited (DKL), Penguin Group (UK)