Creating a motivational tool bag

Motivation in the workplace is the art of finding out what works for the employees you have, to help them become the employees you need.

The tricky part is finding out what tools it will take to get from Point A to Point B. Despite what the advocates of the trendiest motivational theories will tell you, when it comes to employee motivation, there isn't just one magic bullet that will work for every employee -- or every organization.

So where do you start?

1) Start by reading about the nature of employee motivation, or just motivation in general. Get a feel for the different types of morale builders and motivational tools they recommend. Just remember that motivational theories are just that -- theories, so don't limit yourself to just one

2) Look closely at the corporate culture. With the theories and tools you've read about in mind, consider which would work best to encourage performance within the existing culture. Yes, some aspects of the company may be due for a change, but start with where you are.

3) Think about the people you need to motivate. What do they want? Need? Not just at work, but in their lives. Is money an issue? How about time off? Acknowledgment? Are there complaints of boredom or being stuck in a rut? Are they what you would call a "fun" group, or are they more serious-minded?

4) With your new-found collection of information, and a good sense for who your employees and company are, it's time to start building your motivational tool bag. Somethings you might want to consider are:

• Ice-breaker games to improve communication and aid in team building
  
  
  
• Relevant motivational stories to illustrate your goals
  
  
  
• Financial rewards you personnally manage, whether they are bonuses, reward cards or other perks that appear in money form. Make sure you have the final say in these -- promised rewards denied further up the line are a powerful demotivator! Not what you want!
  
  
  
• Small rewards. Little things like chocolates, gift cards to local restaurants, event tickets or desk accessories like pens are good things to keep on hand for spur of the moment rewards and morale boosters.
  
  
  
• Cards for saying thank you, good job, welcome or congratulations. Keep a supply of employee appropriate cards on hand to use for a quick note or a special pat on ethe back. Studies continue to show that Employee motivation and morale are significantly affected by written messages from managers and supervisors.
  
  
  
• Look for opportunities for growth. Whether it's a seminar an employee asks to attend, or a chance for each team member to cross train and learn new skills, find out what kind of enrichment works for your employees. Then make it happen.

The bad news is killing morale

Unemployment is up, gas prices are up.

Hiring is down, and so are wages.

British Airways is asking employees to work for free or loose their jobs.

No matter where you look, the news is scary if you're an employee. The economy, despite hype to the contrary, stills seems to be in freefall.

Have you thought about what that's doing to your company's bottom line? All this doom and gloom isn't inspiring people to work harder. It's making it harder to work.

Across the country and across the board, productivity is down. Accidents on the job are up. Employee commitment is down. Error rates are up.

American businesses have a big problem to deal with.

Yes, this blog is about using cards and other inexpensive gifts to boost morale and help with marketing efforts. But I am not going to tell you that a card is going to solve your business woes. That would be stupid.

But I will tell you that communicating openly and honestly with your employees is absolutely and undeniably essential if your business is going to survive. The same goes for having a dialog with your customers.

You can do it in person, you can do it with cards and notes or you can do it via the web. The point is to do it.

And keep it real. Don't send an employee a "Thanks for the great job" card on Monday and lay them off on Friday. Word will get back to the rest of your staff, and your communication will go from being valuable to destructive.

Same goes for customers. Don't promise deals you can't (or won't) deliver just to get them in the door or on your website. Forget the cheerful birthday card if you're planning on play a "bait and switch" game.

Use your words...written or spoken to describe your actions. So if you've got great employees and plan on hanging on to them, reward them as best you can. Thank them with a card or note or small employee gift. Then hang on to them with both hands.

The word about that will get out, too. And maybe, just maybe, that productivity will edge up a bit, those error rates will drop. It's certainly worth the price of a card and a commitment to find out.

How about a summer employee picnic?

Summertime, and the living is easy....

Yup, it's almost summer! So throw a party! Sure money is tight...yes, I know your budget is screaming in pain! But an employee picnic could be just the thing to cheer everyone up, improve employee morale and release tension and stress.

• Plan your picnic on a work day, if at all possible. Coming to spend time with coworkers on a Saturday or Sunday might actually add to many employees' stress. Some employees may be Sabbath observant and unable to attend. Others may have kids sports or family events planned, and yet feel obligated to attend. Having it on a work day makes it extra special..time off AND a picnic!
  
  
• Make it a potluck. Randomly assign employees to main course, appetizer, side dish or dessert by alphabet or date of hire or department. If employees are worried about costs, assign more to the main course category so each can bring a smaller dish.
  
  
• Invite families. It's summer so kids are off school and many spouses are home, too.
  
  
• Have your company provide the drinks (no alcohol!) and disposables.
  
  
• Make it fun. Have games, toys and music to add to the celebration.
  
  
• After the picnic, send them home! You'll score huge points with employees when they get to leave early on a workday, especially after a picnic!

More work SHOULD mean more rewards!

Everything has been crazy at our company, just like it probably is at yours. In the face of the recession, everyone is working harder than ever. It seems like no one has just one area of responsibility any more...all of us are wearing so many different hats.

Now for the big question...are you rewarding your employees for all they're doing? Are you even saying thank you, or is it more of a "Consider yourself lucky you have a job" find of thing? Be honest. Because you're not fooling anyone, least of all your employees. And the wrong choice will come back to bite you, sooner than you might think!

Here's the bottom line, 'cause I know you're busy.

1) People (read: employees, but it's nice to be reminded once in awhile that they ARE people!) work better and harder and more effectively when they feel

• Appreciated
  
• Needed
  
• Noticed

It's that simple. So what about your employees? Are they being told how essential they are to your company's success -- even its survival? Are they being told how much their hard work is appreciated? Or even more to the point,

ARE THEY APPRECIATED???????

Here are a few more simple facts:

• Unappreciated employees have more accidents, take more sick days, work less effectively and are less creative. These are the people who are most likely have a resume at the ready at all times. In other words, given a half decent opportunity, they, and their expertise and contacts and information will be out the door. Woosh! Gone!
  
  
• Employees who feel unneeded, especially in this economy, are spending far more hours worrying about that pink slip than they are worrying about your bottom line.
  
  
• Employees who come to the conclusion, correctly or incorrectly, that they are not noticed...that their work is not noticed...stop trying and start coasting. And if the differential rewards are nil, who can blame them?

So what do you have to do?

Thank you for asking, because the answers are just as simple as the facts!

• Know where real productivity lies. Realize, deep down in your managerial heart that as much as you would like to believe that it all depends on you, that it REALLY all depends on those sales associates and telephone help desk people and order processors and everyone else who handles the day to day making, selling, services and explaining your product or service. THEY ARE YOUR COMPANY'S LIFEBLOOD!
  
  
• Pay attention to what they do every day. Instead of focusing on yet another tool to catch and bash people for being 10 minutes late, start looking at what good stuff they are doing every single day. Helping that annoying customer calmly. Getting that order out the door against all odds. Getting another 100 people to look at your website today. It all counts, so start acknowledging it.
  
  
• Figure out ways to say thank you. And don't tell me you can't afford to say thank you. A simple "Hey, great job!" card or jar of candy for their desk or SOMETHING will be a HUGE leap from nothing! And it's cheap! REALLY, REALLY cheap, especially when you consider that your company depends on every employee doing their stuff in harmony and well and consistently.