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.

You can't fake employee praise

You've read all about the latest cheap employee motivational techniques. You memorized the exact phrases that will spur your staff onto new and higher levels of productivity, reduce accidents and virtually eliminate absenteeism and turnover. You have the proper token in hand...a thank you pin, a gift card or whatever little doo-dad is supposed to convey your "gratitude for all their hard work."

There's only one problem...you don't mean a word of it! You are using a technique to try and manipulate your employees into working harder, complaining less or staying in jobs they may have outgrown. You know it's true. And you know what? Your employees know it, too.

Let's start over. If you really want to motivate your employees, there are a few things you need to do.

1) Really mean it.

Are you really grateful to your team members for the work they do? Or do you believe that they should be grateful to have jobs? Any jobs. If you're operating from the latter view, nothing you do will really inspire them. The change has to come from you. Start looking for the extra effort, the new ideas, the commitment to doing a job well, and make that your focus. Start with sincere thanks for those and you'll find your attitude....and your employees' performance changing together.

2) Find rewards that matter to employees.

Rewards don't have to be expensive to make a difference, but they do have to matter to your employees. Budget tight? Reward employees with some light-hearted fun, a cake for the team to share or an unexpected afternoon off (paid, of course!)

There are books filled with simple, inexpensive ideas for getting employees excited about work. Look through them, and find a few ideas that match your employees' interests and personalities. Those same little gifts or thank you cards that failed when they were being "used" may work wonders when they are given with sincerity!

3) Make recognition a team value.

Encourage your staff to pay attention to the good things each of them does, and to offer their own thanks. Use team building exercises to overcome competitiveness and build a solid, collaborative team.

4)Maintain open communication.

Keep the lines of communication open. A manager who swoops in once in awhile to hand out an award certificate will not have the impact of one who is present and accessible on a daily basis. Your presence allows you to see and act on the good things your employees are doing. And good communication is a motivator, too. Employees who feel heard perform better.