The problem you are facing is one which top notch organisations also face now and then.
Motivation is most important to get 100% from your employees. I could only guide you with few points which I think could work out.
Give your employees rewards but ensure that they are given to them with some personal touch. This would make them feel special and part of your organisation.
Celebrating accomplishments with your employees could also do wonders in their effieciency and effectiveness.
Moral boosters like some healthy competitions could also be done. Try out for some cricket hungama at your place.
Creating a fun workplace could also be one of the good motivator.
Hope it will work out for you.
From India , Lucknow
Yes,cricket hungama wud work...:)
I have also started an employee referral scheme in our organisation ...also I have done away with the grievance box....Instead I encourage my employees to come to me directly with their grievances...The trouble in my organisation is there has been no one to question the employees for years now ...they are a pampered lot...and as a result lazy.... there r certain changes that I have had to make despite opposition from the workforce ...but I think they r warming up...cricket hungama is a good start...the trouble is not just with the employees...the owners seem pretty content just making profits...everytime I try to move forward I hit a block...and its frustrating....their point is ..AS LONG AS WE ARE MAKING PROFITS THERE IS NO NEED FOR INNOVATION...We manufacture commercial furniture and I feel its important to invest in research to better our products ...also we need a functional HR dept ...the idea was rejected....I also suggested takeovers and I was laughed out of the office....Ive reached a dead end...It's difficult to motivate employees to work for an organisation dat doesnt want to grow....cricket hungama or motivational games might help to the extent of creating a fun work environment...but what abt motivation to achieve higher targets...I have some ideas...however I would welcome ur ideas as well....thx for a prompt reply...:)
From India , Coimbatore
Let me give you some pointers for motivating your employees.
You have a lot of Ambition for your department and Enthusiasm towards your work. But your last mail suggested you are losing your enthusiasm abt ur work. Just try to transfer your positive energy to ur employees. If you work with a lot of positive energy, then you will automatically transfer it to them with ur actions. This will seem to u as some bookish gyan. But it is not.. i hv experienced this myself when i m with my boss. He is such an enthusistic person that he automatically transfers his energy to us very subtly thru his actions.
Plz understand, if ur employees r 100% convinced abt ur products & if they hv any issues. If they r not convinced it wud reflect in their work. They would not hv the ownership of the company & their responsibilities. Their attitude wud be ...'even though our products r not as good as our competitors, we r still reching our targets, that's more than enough, wat more do u expect?'
Try & organize some functions where there families r invited, the employees r rewarded in front of their families. trust me this can be a small function without any hype & heavy expenditure.
Try using techniques like, Neuro Linguistic Programmimg (NLP) & Emotive Freedom Techniques (EFT) so that u can work on the believes of the employees & make them more enthu abt their work. Again i wud tell u, these r not bookish techinques, we use them in our organization & they are effective 100%.
Plz let me know, if u considered any of these suggestions & i m sure they wud work.
All the best!
From India , Mumbai
I joined this forum late, yet thought of sending my suggestions in case it helps.
Even though you said that you have problem motivating your staff, from the second mail it appears that your problems are much bigger. You have a problem motivating your employers to buy into your business growth initiatives on one hand; and then have a problem implementing your goal achievement plans with your staff, since the management support for this is not forthcoming.
As you rightly figured out, creating more fun in the work place is no solution.
Do you think you have joined the right organization? What are the responsibiities that were given to you when you were recruited? If the management does not want to share your growth vision, you have your task cut out:
(1) Impress upon them the need to grow and get out of their comfort zones;
(2) If the above cannot be done, look for another company that values your ideas.
You cannot motivate your staff towards achieving their new goals, unless this task is evident and enforced through compensation plans which are supported and monitored by the management. So, spend your energies on motivating your management first, if you want to stay with them, that is.
How do you do that? Drop your grand take over plans for now. Too much of a good thing is frightening. Start slowly and gradually. Implement small changes first. Show them results which are immediate, which will get noticed by them. See, problem with the grand expansion and innovation plans is that they all cost money immediately, with no guarantee of immediate returns/ guarantee of a capable person (such as you) staying long enough to see them through. Make small changes, that are likely to result in immediate returns. Show them and then use your success as a leverage to bargain for better and bigger plans.
I doubt if the management is averse to growth per se. I suspect that they are more circumspect of the viability of the initiatives or their immediate prospects. It could be that they burnt their fingure in the past. It may also be that growth is scaring them. I have seen many people who simply do not want to expand since they are afraid that they will not be able to manage the complexities that a bigger organization and bigger wealth bring in. You need to verify with them what exacty is holding them back. If the latter is the reason, you have a tough task. If they are only doubtful of the viability, follow our "think small" approach mentioned in the previous paragraph.
Meanwhile, get your new employee goals/ targets and a corresponding compensation plan approved by the management. (Assuming that the demotivating factors such as basic salary, good work environment, etc are adequately taken care of) Employees cannot be motivated to behave in new ways unless these behaviors are reinforced through compensation plans that use metrics that correspond with the new behaviors and targets.
Let the following be the guideines when you establish new targets:
1. Provide moderate and realistic challenges, not too agressive targets please;
2. Include the sales people in sales planning & goal setting;
3. Show how they benefit and as far as possible encourage each one to use more of those behaviors in which they excel and less of those in which they are weak;
4. Provide continuous feedback on achievement;
5. "Catch them doing something right", as Ken Blanchard says & praise new behaviors and successes "in the moment";
6. Use every interaction between you and sales people as an "in the moment" coaching opportunity;
7. Keep compensation plans simple and tightly linked with performance; help them achieve those;
8. Be fair in the way all sales people are managed and rewarded;
9. Ensure that rewards are appreciated by all people;
10. Modest awards can motivate, but only if the entire company culture supports it;
11. Formulate your incentive program in such a way that you reward more than a select few sales people.
12. Take their suggestions for any innovations.
With the kind of will you display & the capabilities at your disposal, I am sure you will be successfull. Take care & all the best.
From India , Delhi
I didnt catch your names.
I am in the process of organising an outbound team building exercise which will encourage bonding between my employees...I am looking at Karjat as a destination for this programme...it has been approved by the management...keeping my fingers crossed..:)I dont know about my employees but u guys have managed to motivate me...:)jokes apart I was at Banglore for a meeting with the management and they have also agreed to look into the setting up if an HR cell in Mumbai...they have already installed a lady to take care of the process locally at Banglore but given the kind of expansion we r looking at I suggested doing it nationally...not just locally...I'll tell u a funny incidence dat occured recently in our organisation...we were looking for sales executuives and installation engineers for our Mumbai branch and this was the time i pointed out the need for an HR dept...I spoke to my boss at the head office and he assured me they had put up job postings at naukri and monster...and a few other portals as well....apparently they had bought various packages and these packages allowed them access to a range of biodatas from all over India...I then asked who was screening the biodatas and if I could have a look at the same...and u know what he said!?do we have to access the biodatas ourselves?I said ..yes and that we also need to go through the cvs ...screen the candidates...talk to them...and eventually find the right fit...there was no one to do all this and I was shocked to know that thay were sitting on a gold mine...not knowing what to do...I guess waiting for the cvs to fall into their lap...anyway....we also have a decent advertising budget plan this year and I hope to give valuable suggestions for the same...I have approached a freind of mine at Mudra for the same and he said the budget was very encouraging...lets hope that happens soon...we seriously need to advertise....anyway....our organisation is in the process of becoming a corporate from a family owned business...the transition takes time ....but it will happen ....I think I am also being considered for spearheading the revamping of our factories....we have had some problems regarding deliveries ...availabilty of information ...streamlining of procedures..etc..and I might be part of the team to set it right...will know soon...thank you guys once again for ur inputs...keep writing...:)
From India , Coimbatore
If you want to know more in details. I can help you....
My E-mail ID :firstname.lastname@example.org
Contact No. :09853484829/09861130654
1)Create a motivating work environment
Reward and recognize individual and team contributions
Strategies to improve job satisfaction
Enhance team building
Build fun at work
Need a real-life example? As a consultant, I developed a program called “My Shining Star!” for a client. I made sure team members had access to an unlimited supply of “My Shining Star!” forms to hand-write a little note about the good job their co-workers did. On the back of the form, we listed the behaviors the store want to recognize, including:
Demonstrates friendly, caring service
Helps to save money
The "Shining Star" program was a shining success--teamwork, attitudes, and employee engagement soared.
Successful organizations motivate and energize their workforces to achieve high levels of productivity, and I have spent hundreds of hours researching and gathering information on what they do that works.
I've condensed and summarized these tips for easy implementation so you can quickly:
Create innovative and fun ways to reward your team or staff
Get employees engaged
Become a more effective manager.
From India , Ludhiana
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Q&A: Find out what motivates your employees.
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From India , Ludhiana
- to carry 20% premium
- 4.5 times better employee engagements
- 20% less employee attrition rate
You may want to explore this route.
From India , Pune
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
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
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
I think the compensation to your employees should cover the three essential dimensions:
1. Basic needs
2. Enjoyment & Profits
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