Improving productivity and motivation is two different things. One is the result of the other, so input and output can not be same at any point of time though would be EQUAL.


1) Talk to your employees: Tell them right on the face that you feel that there is something disturbing them and have observed that their motivations is not the same. Ask them why? and LISTEN. Don't interput again.

2) Position: Position accordingly to their problem i.e. salary, recognition, travel, benefits, family anything and then give them a solution. If you can not then tell them you would consider in a time frame and is not possible at this stage, if not.

3) Make them realize: Show them that what you are doing is worth doing. For example, you furniture helps so many people to get together, spend some nice time each other i.e. marriage, kids, success how all decisions happen on the table, chair, bed (furniture) you provide. Tell them that we work at the background.

4) Activities: Indoor / outdoor take your team to an activity. COuld be as simple as lunch outside, you can share it. You dont have to bear all expense.

5) Involve: Involve them in decision making process, furniture selection, new market, advertisement. Involve them, make them feel that they are part of the business.

Some of quick tips: I got to go. Should you have any quesitions please feel free to contact me at

Dear Manisha

First of all let us understand that motivation is a very tricky situation wher we can fall back on a very effective theory provided by Maslow. The approach is very old but when used very sensibly and in practical situations it can show us the best path.

Let us understand one more aspect about motivation - there is no one unique or a single program which will cater to each and everyone. before we create a motivation program we should understand the motivational needs of our target audience and trust me the need varies

1. From individual to individual in the sense that for one it might be monetary, for other it might be recognitions and awards yet for another it might be more responsibilities

2. It varies based on management levels, hierarchy, job requirements etc.. e.g you cannot assume the same program to work for an army officer and a corporate leader though we might argue that there are some common threads.

The bottomline is first to understand the underlying motivational needs of the target audience and based on the same create a program and beleive me it will work and you will create miracles.

I hope you are getting the lines on which I am trying you to think. In case you need any more insights feel free to contact me either on this panel or else on

Hope my comments have been helpful in your mission



From China , Guangzhou
Dear Krish,
One of the best and common practices adapted to motivational arena is - induce the concept of monthly newsletters and make them interesting with adding performer of the month and other insights internally and externally. Make an award for the performer (certainly not a cash award).
As suggested by one of the members; a cricket match or any popular sport accepted among your staff would be an ideal idea. . . hence the list goes on

From India , Madras
Hi Mr. Mehta,
I think the compensation to your employees should cover the three essential dimensions:
1. Basic needs
2. Enjoyment & Profits
3. Growth
Basic Needs: they should get the decent salary along with comfortable working environment.
Enjoyment: The employees should enjoy working with the company. B'day celebrations, some outings, competitions etc.
Growth: Employees should feel secure. Their long term goals should be taken into account
If you like the basic idea, we can discuss in details

From India , Delhi

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