1 / 17

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

denver
Download Presentation

Maintaining Employee Morale in a Down Economy

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  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

More Related