Attacking the De- Motivators

MOTIVATION Topic 4: Attacking the De- motivators MIB.Tran Thi Ai VY Faculty of Commerce and Economics Hoa Sen University Study Questions What is the De-motivators? Types of The De-motivators? Fighting the De- motivators? Hire the best Retain the best Honest Feedback Build employee’s confident What are the De-motivators? The factors that decrease spirit of motivation are called the de-motivators. The top two de-motivators leading to job dissatisfaction were unfair company policies and administration and poor supervision. They can be events, management decisions, disappointments, a lack of praise and rewards, and so on. Types of The De-motivators? A De-motivating Experience 	(Sara’s loving of art in the class with Ms. Cumming on seventh grade and up setting with The head of art department by little regarding to Sara’s love of art) The Decline and Death of Motivation on the job 	Concentrate on assessment people and lose the sight of their effort. It may completely cut off opportunities for improvement. Performance Review can be De- motivating Simply grade employees’ performance. Focus on pay raise rather than employee’s abilities. One way lecture Fighting the De- motivators? Hiring the best Retain the best Give employees honest feedback Build employees’ confidence Hire the best A poor performance on hiring (wrong people and wrong jobs) can hurt organization, the new hire, the other employees. Hire the best can prevent de-motivating. Hire the best “Hire for attitude, train for skills” Know what you need by job description. Initial screen candidates thoroughly Develop interviewing techniques Ask probing questions to discover positive attitude, high energy, trustworthy, good character, responsibility without making excuses, desire of learning, team spirit, good track record, and accepting change. Invite a few employees to participate in interview process to get second opinions. Hire the best “Hire for attitude, train for skills” Clarify your expectations Don’t oversell (quá đề cao) the organization (compensation, benefits or career opportunities) Make employees a sense of history and community of company environment by introducing them the office culture immediately. It makes them feel important and necessary to the company's success. Check references Check references Hire the best “Hire for attitude, train for skills” Here are some ways of attracting talents by the world companies. Rosenblith International seek “niceness” from candidates by playing trial game of softball to discover candidate’s manner, team spirit, and rapport (sự hòa hợp) Hire the best Federal Express assesses candidate’s leadership (decision making ability, flexibility) by requiring them to deliver a 5 minute speech on some aspects on business. Retain the best(Hiring the best people is one thing, retain them is another thing) 	Creating an environment where your employees feel right Discover why employees stay or what they are excited. Distribution of work Acknowledge effort. Team outing Communication Discover why employees stay or what they are excited? By observation or Questions: What are your career goals for future? What kind of work do you like or dislike doing? How can I help you? What is important to you? What do you consider a reward? Discover why employees stay or what they are excited? Ex: A medical product company at Medtronic discovered their employees motivated by the sense of helping people. “To alleviate (giảm) pain, restore health, and extend life” Invite patients to an annual holiday party to express how Medtronic people helped save their lives (Approach of purpose) Distribution of work Who will be the best suited ? Who has indicated an interest in this type of work? Who would grow most from this assignment? Distribution of work(Employee can not promoted every year but he/she can be given new responsibility within the position.) There are several types of task: Being assigned a project To team work Increased responsibility Heading up a team work Doing research Managing supplier or vendor Running a meeting Coaching an employee Representing the company at a function Giving a presentation. Acknowledge effort. Giving a verbal compliment Sending a handwritten note Email Small gift Public acknowledge Giving bonus time Cash bonuses Awarding a certificate Leave a voice mail Acknowledge effort. Make it even (công bằng) Give out awards and avoid (1) It is not perceived as deserved, (2) the same person get award all the time (3) other people who work hard are not acknowledged Avoid over acknowledgement Practice honesty By Acknowledge effort. Ex: Mary Kay Ash (The owner of Cosmetic Co.) recognized their employees work hard by recognition and praise. Highest performers was given by nice material incentives such as pink Cadillacs (nhãn hiệu một loại xe), pearl necklaces or diamond jewelry. She spent times to write notes for appreciation. By Acknowledge effort. At College Nannies and Tutors, Dave Culp, the satisfaction of employees is watching children develop and grow. it's a fun place to work. According to Erin Strain, director of business Sometimes they close the office an hour early to enjoy the sunshine or an early start to the weekend, organize team-building offsite adventures or treat the team to local professional sporting events, concerts. On special occasions, celebrations, we celebrate with something special like fresh fruit salad or a favorite lunch. Team outing(kỳ nghỉ) Benefits Employees feel appreciated. 	If their families are invited they fell appreciated as well. Opportunities for people know each other on different level. Creating good connection. Fun Team outing (kỳ nghỉ) Some aspects manager should consider What are the objectives of the outing? Employee only or their families? Possible dates? Budge? Who should be assigned to work on the details? What kind of activities?  Team outing The outing may be destroyed if manager do not consider these following problems: Always check Watch the alcohol Don’t force them to attend Keep it business light Respect other belief systems Communication The most effective tool for management. Increase trust Employee feel more valued Problems soon resolved Employee fell more motivated Increase productivity and decrease confusion Honest feedback Honest feedback is a gift but it is one of the most difficult communication skills. Be sensitive to the reactions Talk about what you’ve observed, without making assumption about the thoughts or feeling Focus on problems, not on personal issues. Honest feedback Feedback given in private place, never in front of others Provide appreciation and effort before accurate feedback. Respect and avoid pointing out finger Focus on improvement Build employees’ confidence Confidence makes people motivated and achievable There are some tips to help employees’ confidence Seek their opinion. Encourage people to be positive. Help employees to set ambitious goals. Let them know whenever someone else compliments them.