CASH KUDOS Pizza
CASH KUDOS Pizza
What Motivates your team?
Presented by : Angelique Neumann and Carletta Clyatt August 30, 2013
Numbers Don’t Lie 71% of employees
are disengaged at work
64% of employees resign because they feel unappreciated 51% of organizations had an increase in employee engagement after adding a recognition program.* The average turnover rate is 22% lower among organizations with employee recognition programs in place. * Absenteeism went down by 11% among organizations with an employee recognition program. *
* According to a 2012 SHRM survey
Let the Motivating begin
Vision...Does it echo your environment?
Are Senior Leaders on board? Are Managers communicating the message?
Culture of Engagement Two-way feedback Everyone has a seat at the table Career Development Employees understand their role Transparency is paramount
The A B Cs of… A= Appreciate
G= Grateful
B= Believe
H= Helpful
C= Communicate
I= Integrity
D= Develop
J= Join in
E= Empower
K= Keeper
F= Flexible
L= Listen
Show me the Money… not so much People are not purely motivated by money People get accustomed to it…it is expected People want to elevate their status No promotion required People are also motivated by having autonomy Empower your people
Who has money for that? Motivating on a budget Career Pathing
Design your space
Performance not position
Lunch and Learns
Town Hall Meeting
Vacation day
Flexible schedules
Work life balance
Employee Appreciation
Hidden Talents Peer recognition Celebration Club Day of giving
One Size does NOT fit all personal achievement vs. recognized for contribution public recognition vs. private accolades
Long term goals vs. short term goals Breaking new ground vs. strengthening the foundation
Common Threads
Make employees feel they are doing something meaningful. Effectively communicate and share information. Give employees clear job descriptions and accountability. Give and receive ongoing performance feedback. Have--and show--faith and trust in your team. Listen to, focus on, and respect your employees’ needs. Provide recognition to worthy employees. Provide fair compensation and pay for the performance you seek. Establish fair company policies that support the company’s goals. Get ongoing input from employees. Give employees opportunities for personal growth. Manage, but don’t micromanage. Encourage teamwork. Foster innovation. Fire people when needed.
You better Recognize Plastic/rubber whale for "whale" of a performance. Pillsbury dough boy for the person raisin' the most bread. California raisins for those with the highest percentage of "raisin" their productivity. Special parking space for the person who drives the hardest.
Toy cymbals for those "symbolizing" total effort. A figurine of E.T. for out-of-this-world performance. Large Tootsie Roll replica for those on a "roll.“ A drum for the person that "drums" up the most business.
You now have a license to motivate But don’t forget…
It works from the top down Communication is key Cookie cutting won’t cut it
HAVE FUN WITH IT!!!
What Motivates your team?
Presented by : Angelique Neumann and Carletta Clyatt August 30, 2013
Numbers Don’t Lie 71% of employees
are disengaged at work
64% of employees resign because they feel unappreciated 51% of organizations had an increase in employee engagement after adding a recognition program.* The average turnover rate is 22% lower among organizations with employee recognition programs in place. * Absenteeism went down by 11% among organizations with an employee recognition program. *
* According to a 2012 SHRM survey
Let the Motivating begin
Vision...Does it echo your environment?
Are Senior Leaders on board? Are Managers communicating the message?
Culture of Engagement Two-way feedback Everyone has a seat at the table Career Development Employees understand their role Transparency is paramount
The A B Cs of… A= Appreciate
G= Grateful
B= Believe
H= Helpful
C= Communicate
I= Integrity
D= Develop
J= Join in
E= Empower
K= Keeper
F= Flexible
L= Listen
Show me the Money… not so much People are not purely motivated by money People get accustomed to it…it is expected People want to elevate their status No promotion required People are also motivated by having autonomy Empower your people
Who has money for that? Motivating on a budget Career Pathing
Design your space
Performance not position
Lunch and Learns
Town Hall Meeting
Vacation day
Flexible schedules
Work life balance
Employee Appreciation
Hidden Talents Peer recognition Celebration Club Day of giving
One Size does NOT fit all personal achievement vs. recognized for contribution public recognition vs. private accolades
Long term goals vs. short term goals Breaking new ground vs. strengthening the foundation
Common Threads
Make employees feel they are doing something meaningful. Effectively communicate and share information. Give employees clear job descriptions and accountability. Give and receive ongoing performance feedback. Have--and show--faith and trust in your team. Listen to, focus on, and respect your employees’ needs. Provide recognition to worthy employees. Provide fair compensation and pay for the performance you seek. Establish fair company policies that support the company’s goals. Get ongoing input from employees. Give employees opportunities for personal growth. Manage, but don’t micromanage. Encourage teamwork. Foster innovation. Fire people when needed.
You better Recognize Plastic/rubber whale for "whale" of a performance. Pillsbury dough boy for the person raisin' the most bread. California raisins for those with the highest percentage of "raisin" their productivity. Special parking space for the person who drives the hardest.
Toy cymbals for those "symbolizing" total effort. A figurine of E.T. for out-of-this-world performance. Large Tootsie Roll replica for those on a "roll.“ A drum for the person that "drums" up the most business.
You now have a license to motivate But don’t forget…
It works from the top down Communication is key Cookie cutting won’t cut it
HAVE FUN WITH IT!!!
