ANSWERS: 29
  • Offer bonuses and incentives for work above normal production. New accounts brought in get 20 bucks, etc. SOme offices like littel contests as well, with a prize package or weekend getaway with dinner and a room with their spouse, etc. Usually this will motivate people to at least try to do better.
  • I offered cash bonuses to my employees for every contract that came back with no negative feedback every 3 months.
  • Give a high five to the people who work the hardest.
  • Feed them.
  • Everybody loves rewards and awards. People also work harder for their friends. Some companies have picnics, sports teams,and workplace recreation rooms that allow family. My sister's company had a competition for the employees where they could earn points, which were posted everyday on a large board in the break room (which offers free coffee and snacks all the time). The workers who earned the most points got rewards, such as a trip to Hawaii (which she earned), a trip to Disneyland, all the way down to the last prize, a desk set. Every participant received some reward, and could choose to receive the cash equivalent.
  • Thank them for what they do. Smile. Take time to talk to them like people instead of numbers. Offer good benefits. Make contests that more than one person could win (least customer complaints, consistently on time, only late once, etc) Have staff outings AFTER work where people can get drinks and let their hair down Encourage staff to personalize their work area as much as possible, and ask about the things they choose to personalize with...pictures, plants, etc
  • Paid religious holiday. Percentage bonuses. I buy all my employees .work jeans,boots and shirts. we work hard and knock out our job,I cut them loose early and pay them for 8 hrs.
  • Treat them as you would want to be treated by others, being the boss doesn't make you a better person, just more senior. Don't tell them to do something, ask them. It has the same weight, but gets better results. Praise achievements publicly. Give bollockings privately and then forget about them.
  • Empower them. Let them do their jobs without looking over their shoulders and encourage them to use their judgement. Let them know that you trust them, rely on them, and stand behind them. This one thing will make an employee take ownership for their job and take more pride in it. It's win/win. You don't have to micromanage, and the employee feels their contributions and efforts are appreciated and relied on. When an employee feels they are truly a part of the company they work for, they strive to make it a better place and produce a higher quality of work.
  • BONUSES and TEAM AWARDS :)
  • 1. Lead by example 2. Give praise when applicable. 3. Incentives don't have to cost you money. a. music at work b. competition of skills c. pot luck lunches Improving creature comforts at work can lead to happier more productive employees.
  • Corporate Identity baby, I'm talkin recognition awards and custom gifts. Workers love it when you give them shit with their name on it (t-shirts, beer mugs, key chains, awards, shot glasses, etc)
  • Be reasonable about my demands. Give them enough authority to carry out their responsibilities. Pay them on time. Give performance related bonuses. Don't act like I'm the big boss and everybody has to bow to my every whim. Thank them. And publicly. It may seem simple, but it really makes an impact. Offer flexible hours if possible.
  • Tell them, "The beatings will stop when morale improves!"
  • Lead by example.
  • Become a leader not an employer. Make their work goal/s rather than just work. Reward them with compliments not just their wages. Make them feel worthy. They are not there just to serve a purpose. Remember every person has ambition and self-esteem. You will achieve more than you thought possible, so remember finally share some of your success with the people who made it possible.
  • Give them recognition. Over and above monetary reward, what people crave is praise. They need assurance that their efforts are known, valued, appreciated. Sometimes all it takes to satisfy this deep desire is a sincere "well done", preferably delivered in front of their peers. Sometimes, something more tangible is required--a business trip that implies trust...inclusion of the individual's name on an honor roll...a letter of congratulations--anything that strokes their egos. Make their work more interesting. It's a fact of life: familiarity does breed contempt. That's why one of the great demotivators is plain old boredom. To the degree that you can make people's work meaningful to them, to that degree you will spur them to realize their own highest potential. When people's work excites them, they come alive; they walk differently, talk differently, work differently. MAGHALSEH Murad
  • show them the example and they will be motivated
  • I'm not sure what kind of company or how large but I think the best motivation comes from a genuine investment in the employee and seeing where they are happiest. There are some consultants that come in do some training and infuse humor in the workplace to help everyone relax and have a good laugh then talk with each employee and do some testing to help evaluate where they and the company could be best served by them, many times moving them to other positions or duties where they are happier. This has worked well for Southwest Airline employees where they are sometimes moved to another division where they are happier more productive and choose to work their not just for a paycheck. They love their job and company from what I have read and heard. A speaker I know that does this mixing her comedy and training is Kelli Vrla who flies all over website is www.kelliv.com matt
  • gift certificates
  • Tell them to get with it or you will replace everyone of them! The threat of being fired will work when they know it will actually happen!
  • Listen to them and act on what they have to say right away
  • Communication, communication, communication! Lack of transparency destroys trust & motivation Payment is not decisive, if motivation is stable Leadership is indispensible, don't be afraid! Leadership has to be accountable Be pragmatic, credible and fair Leader is in charge of team spirit and personal satisfaction of team members
  • Positive Recognition, Involvement, Praise, Rewards, Prizes and get them involved. Start committees Example Develop a cost cutting committee. Provide a lunch example ordering out subway etc. If they cut dollars amounts from the budgets surprise rewards may come into play later. It gives them motivation but, also helps the company save money. This build self esteem of employees, makes them feel valuable and part of a team effort. This can be done with many committees safety, keeping customers happy etc. I wish you the best Lori Gaudette http://www.LoriGaudette.com
  • Give them praise for doing a good job, or give them some incentive.
  • 1. Boss uses high-voltage cattle prod to motivate employees to higher levels of productivity; 2. No restroom privileges until work is completed; 3. Motivational posters: "The beatings will continue until morale improves!" (Employees are selected randomly for daily beating); 4. Public flagellation for any non-compliance or deviation from protocol. Attendance mandatory; 5. 7-day x 12-hour work week, no overtime pay; 6. Anyone attempting to organize labor will be summarily executed behind building; 7. Boss is final arbiter in all disputes. His name is Caligula.
  • OF all the resources, The human resources is the most important and most fragile. The firm have to first earn their trust. to motivate, the following must be carefully examine. salary alone can not do it. 1, The workers should be given a sence of belonging. that is, making them have a say in the decision making of stragetic order. 2, The working environment should be condusive for work. 3, Bonuses: Its been proven that some workers appreciate bonuses than their basis pay, psycologically.
  • Find out what motivates them! For some it may be money, for others it may be flexibile schedules, for still others it may be recognition for a job well done. There isn't any universal absolute, so it's important to find out what motivates each individual. If you have a large company, where this is impractical, consider an employee advisory council that has the charter to determine ways to motivate employees. I would suggest you hire a consultant to help you figure this out, and avoid the "program of the month" syndrome. I've used The JKL Business Services Group and our employees now stay over 5 years each and are very happy here. I think you can reach them by phone 425-350-5557. I haven't contacted them in about 7 years, so don't know if they're still around.
  • fire off a couple of rounds , that usually stirs the up ;-)

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