Business owners assume material things, such as liberal benefits, good wages and a window office will make employees happy at work. Of course, tangible assets matter a great deal. However, studies are finding that employees need abstract motivators like appreciation and reassurance for on-the-job happiness.
“When people go to work, they shouldn’t have to leave their hearts at home.” — Betty Bender
Little things do matter where employee motivation is concerned.
Savvy managers are finding that the motivated employee is happy and the happy employee is motivated. As a business owner/manager, you may already realize that while money motivates, it’s rather like a slapping a band aid on a broken leg. Cash-happiness effect is only temporary lived. Employees want to be recognized for their hard work. Great managers understand that they need to fulfill that necessity to ensure that their employees will continue to give it their all.
Here is what matters most to employees:
- Recognition
- Development opportunities
- Benefits
- Compensation
- Autonomy
- Work-life satisfiers
Recognized, satisfied and engaged employees say the following:
- I’m proud to work for the company
- I’m happy working here
- My company encourage creative ideas and employees insights
- I will recommend to anyone most of our products and services
- I will recommend future talents and competitors to apply to work here
So, let’s look at unconventional motivators that won’t wreck your bottom line.
“I have always believed that the way you treat your employees is the way they will treat your customers, and that people flourish when they are praised.” — Sir Richard Branson
Employee Appreciation
When you catch employees doing good tell them immediately. People thrive on praise. Don’t hoard your appreciation until their annual review. Be sincere with praise. Rather than casually saying “great job”, say something to the effect of: “You did a great job on ____________. I was impressed when you _________.”
As well as:
- I just wanted you to know that we are blessed to have you on our team. Thanks for all you do every day.
- I know that it has been tough lately, but you raised to the occasion every time. You are a Pro. Thank you
- You may not be aware, but everyone had noticed the great work you do, and I just want to say thank you.
- It’s great working with professionals of your caliber. We’re thrilled to have you part of the team.
- Thanks for the fantastic job you did today. Only true professional can handle similar situations the way you did. Much gratitude
- I just want to stop by and say thank you for your job dedication and commitment. You are one of the most reliable employee. Thanks for your hard work
- The new insight you provided save the day. Thanks
Historically, managers have been quick to criticize when employees do something wrong, but seldom praise them for the little successful attainments that occur every day. It doesn’t cost anything to show appreciation. You couldn’t buy the benefits management appreciation will make on employee morale anyway. Appreciation and recognition last a life time, and way longer that any money spent.
“Your number one customers are your people. Look after employees first and then customers last.” — Ian Hutchinson
Employee Reassurance
An employment study found that ‘most employees live in fear’.
- They are afraid of the consequences of making a mistake.
- They live with chronic fear of getting fired.
- The feel that no matter what they do, it’s not enough
- They fear being replaced by a younger, smarter, or simply less expensive rookie
- They feel like walking in quick sand, as they could be termed for any reason
Worry and its close relative, stress is detrimental to productivity. Also, more on the job accidents occur when morale is low.
As owner/manager it is your responsibility to try to eliminate fear factors. Consistently reassure your employees: everybody makes mistakes and mistakes are learning opportunities in disguise. Tell them that learning from mistakes plays a big part in their personal growth. , mistakes are “teachings moments” and should be encouraged not castigated.
However, it’s not uncommon for employees to make mistakes because they honestly don’t know how to do a task. When this happens, get them the help they need.
With the understanding they do not work in a hostile environment, but rather a professional, friendly environment that encourage openness and candor. Employees will become motivated to increase dramatically their output and productivity.
As a sales leader or business owner, you are no doubt brilliant when you do the thing you do, however, when your team is unhappy, you aren’t getting their best efforts. Hence, you should stop for a moment, reflect and make the necessary adjustments to propel your team forward.
It’s a big mistake, not to appreciate your people as often as possible.
“The only way to do great work is to love what you do.” — Steve Jobs
Try this: It’s called “Management by Walking Around” (MBWA). It works because you go to your people, rather than sending an impersonal e-mail or calling them into your office. You can also achieve the same results if you are a field sales leader. Get out there and be with your people in the trenches, they will certainly appreciate your support and instant feedback.
MBWA was a popular and effective management tool back in the ’80s that companies rarely use now. The premise is that if your employees see you out, about and around the office and talk to you face-to-face, the result is higher morale and increased production.
MBWA techniques work best spontaneously. If employees’ are looking for you on a certain day and time, they won’t be as open for an informal chat. Just ensure you treat everybody the same. Even if you have favorite people, try to spend equal time will each of your staff members. You must be perceived as a fair manager by everyone. This is critical!
Ask all your employees if they have ideas that could improve the company’s product or service, save or make money and even contribute to a safer/better environment. If an idea is implemented, let everyone else know who originated it. Give credit immediately, let everyone celebrate and expect to be the next person to receive praise.
Maybe you’ll overhear an employee on the telephone, soothing an irate client. (Appreciate him/her)
Someone else might have a huge frown. (Reassure him- you are there to serve them and work things out)
Perhaps nothing significant will happen. Appreciate something. Reassure somebody. Give at least one sincere compliment every day. It gives people a reason to come to work and serve!
You’ll get the hang of MBWA and at some point during the process, employee morale will magically “fix” itself.
“Rule number one is, don’t sweat the small stuff. Rule number two is, it’s all small stuff.” – Robert Eliot
Quick Stress Fix
A critical deadline is approaching…it’s time for the annual audit, the end of Quarter Four results is looming or… In business, it’s always something or another and sometimes both. When stress fills the air to the extent you can almost cut it with a knife, here is a quick fix.
Imagine the delight on your employees’ faces, when you pop out of your office hollering “Choo-Choo”! ( may sound silly, but it works all the time)
The object is to form an employee train, where everyone the department holds onto the waist of the person in front of him/her. Then, everybody merrily yells “Choo-Choo” as they march up and down the halls, through the lunchroom, toward reception and out the door (provided the office is on the first floor).
“Choo-Choo” around the parking lot, go back inside and end up where you started. The last person in line (caboose) then yells “Toot-Toot”. Game over.
You and your staff will laugh so hard that stress seemingly melts away. Naturally, you can’t form a habit of playing train. Use this unorthodox tool only when your staff really, really needs quick stress relief.
Know this: every time you call a “Choo-Choo”, your employees will enjoy working for you more.
Here’s the real deal – you can’t turn skewed morale right-side-up immediately. You can put your attention on employee well-being, one “good job” at a time. When it comes to employee motivation, taking a slightly unorthodox approach could just be the key to better moral and satisfied employees.