UBI 238

1. UBI 238 Recognizing and Motivating Staff Instructor: Roy Gonzales, HROD Manager

2. Going to talk about Motivation theory Going to talk about Recognition theory Going to talk about what they really mean Going to talk about what you can do Overview

3. Who are you? Where do you work/position? How many people do you supervise? What did you hope to get out of this session? Introductions

4. Roy Gonzales Physical Plant Manager of Human Resources and Organizational Development 10 years at CSUF 35 years overall ME

5. Probably going to say things that you don’t agree with – feel free to argue with me! Disclaimer

6. Maslow – Heirarchy of Needs Herzberg – Motivators and Demotivators Theory G (Investing in Your Staff) What Motivates People?

7. Going to start with a Cartoon

8. What gets rewarded gets repeated No one is motivated by punishment We all do what is in our own (perceived) best interest It’s YOUR fault Basic Concepts (Theory G)

9. Abraham Maslow developed the theory that we have different levels of need. The key to Maslow’s hierarchy is that each level needs to be satisfied before someone can move to the next level. MASLOW Hierarchy of Needs

10. MASLOW Hierarchy of Needs Work Ego/Self Actualization Career Advancement Recognition Promotion/$$$ Belonging Friends/Committees Security Pass Probation Safety Job

11. Fredrick Herzberg developed the theory that managers fall into two types and that all of us fall on the continuum somewhere between the two extremes X _________________|_________________ Y HERZBERG–Theory X & Y

12. Theory X – People are lazy and don’t want to work and need to be pushed to work HERZBERG–Theory X & Y

13. Theory Y – People want to work and will work hard if given the chance Which are you? HERZBERG–Theory X &Y

14. Motivators • Achievement • Recognition • Nature of the work • Responsibility Motivators/Demotivators

15. Demotivators • Money • Title • Policies/Procedures • Supervision • Once they are met, they stop motivating • They are only an issue if they are missing Motivators/Demotivators

16. Theory G states that organizations work best from the bottom up. Front line staff should be empowered to do their jobs and the successive levels of management above them should be in the business of helping them be successful. Theory G - The Gonzales Theory

17. Theory G - The Gonzales Theory Staff Lead Supervisor Manager Director VP President Each level should support level above them

18. Staff know how to do their jobs better than their managers Staff know what needs to be done to be successful Staff want to be successful and will work hard to get there Theory G - The Gonzales Theory Your Job is to HelpThem

19. A number of studies have been done to show what motivates staff. These studies consistently show that what managers think motivate staff is different than what staff says will motivate them What Motivates Staff

20. $ $ $ What doesn’t motivate people

21. Management Thinks • Wages • Security • Promotion/Growth • Working Conditions • Interesting Work What Motivates Staff Maslow Thinks Safety Security Recognition Security/Recognition Self-Actualization

22. Staff Says • Appreciation • Involvement • Proper Training • Wages • Personal Concern What Motivates Staff Maslow Says Recognition Self-Actualization Recognition Safety Belonging/Recognition

23. Is Money a Motivator? Caddie for Vijay Singh: Talk about a thankless job. Here’s all you need to know about Singh, the PGA tour Player of the Year in 2004, when he set a tour record with nearly $11 million in prize money: His longtime caddie, Dave Renwick, quit after making more than $1 million carrying Vijay’s bag that year. Randy Youngman Orange County Register 8/13/06

24. 1.1 Million Dollars ! ! ! Is money a motivator?

25. WHY ??? “I never got a ‘Good Morning’ from Vijay or ‘Good club’ after a shot or ‘Have a nice night’ at the end of the day,” Renwick told Golf World magazine. “It was either nothing or a negative if he did speak to me.” Randy Youngman Orange County Register 8/13/06

26. 1.1 Million Dollars ! ! ! Is money a motivator?

27. Eli Manning - $20 million Tom Brady - $25 million Eli Manning ? Super Bowl Quarterbacks

28. There’s not enough of it! Why doesn’t money work?

29. It’s not about the money, it’s about what the money represents! Respect Appreciation Why doesn’t money work?

30. What do employees want from their jobs? what really motivates people?

31. Survey – GHR Training Solutions (2001)

32. The number one thing you can do as a supervisor is to provide: Personal Recognition Supervisors & Motivation

33. Recognition is #1 Motivator • Should be timely • Should be appropriate for the action/effort • Should be meaningful to the individual • Should be public Recognition -The Four Keys

34. What gets Rewarded gets Repeated!

35. What gets Rewarded gets Repeated!

36. What gets Rewarded gets Repeated!

37. How do we reward bad behavior? • Ignore • Give in • Shift work • How do we reward good work? More work Recognition Concepts

38. Poor performance Not doing the job right Lack of responsibility Poor attendance Acting out What do we NEED to reward? What are we rewarding?

39. Physical Plant No Cost Recognition Ideas What can you do without money

40. Investing in Your Staff Creating Development Opportunities What can you do in the system?

41. Some sample recognition programs Custodial Services Riot Recognition 100% Club Recognition programs

42. Always nominate someone Address all the items Get 2 – 3 Additional Statements Titan Excellence Awards

43. Creativity • How has the employee changed things? • What does the employee do that is different • New Policies, New Processes, New Services “…makes an effort to identify ways to complete the work that will save money, reduce waste and improve productivity…” TItan excellence awards

44. Initiative • What has the employee suggested • How is the employee moving things forward • Suggestions, Problem-Solving, Changes “… makes an effort to look for materials, processes and process improvements and to present them as alternatives.” Titan excellence award

45. Leadership and/or Teamwork • How does the employee own their job? • How does the employee support teamwork • Vision, Coordination, Volunteering “… using his knowledge and experience to help improve the work processes, training other staff in work procedures…” Titan Excellence Awards

46. Promotion of the University’s Image • How do the employee’s actions positively affect student and visitor experience • Appearance, Convenience, Service “… is committed to doing quality work in order to maintain or improve the physical appearance of the campus.” Titan excellence award

47. Special Contributions • How does the employee stand out or add value to the department • Excellence, Role Model, Commitment “… commitment to producing a top-quality product on time and on or under budget helps the whole campus to better utilize resources...” Titan Excellence Award

48. Additional Comments • What do people need to know about the employee • Employee deserves the award “… provides excellent customer service and understands and communicates effectively with customers regarding their needs.” Titan excellence awards

49. Your staff are your most important resource • You need to invest your time & energy • Coaching • Mentoring • Career Development Investing in Your Staff The Big Picture Investing in your staff

50. Circle of Life