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Transcript of Motivating Employees
One way to motivate employees
Each employee is different - what motivates one will not motivate another
Find out what your employees want & then find out a way to give it to them
EVERYONE (even the BEST employees) works better when presented with incentive
Most people do not naturally work at their full capability
Unmotivated leader cannot motivate others
Ways to motivate
Personal Development in the Workplace
No matter how successful people
appear, still encounter
Shame and/or anxiety
Similar "in over my head" feelings
Benefits of Personal Development Workshops
"Fun is good!"
- Work should be challenging, but the challenge should be fun
- Each employee has diverse needs & therefore requires flexible & individually directed support
- Individually-focused plan designed to strip away everything that gets in the employees' way
Did you know...
Leaders who constantly identify new ways of rewarding employees will succeed in this new economy
-Study companies that promote free thinking, empowering employees and provide comfortable work areas that promote employees' humanity, individualism, and personal freedom
The Process of Motivation
ACTION OR GOAL-DIRECTED BEHAVIOR
which results to
which leads to readiness for the next need
The two-factor theory is one developed by Frederick Herzberg indicating that a satisfied employee is motivated from within to work harder and that a dissatisfied employee is not self-motivated.
Herzberg identified two classes of factors associated with employee satisfaction and dissatisfaction. In his researched, Herzberg found out that that satisfied employees mentioned the following factors (called satisfiers or motivation factors) responsible for job satisfaction: achievement, recognition, work itself, responsibility, advancement, and growth. Dissatisfied employees mentioned the following factors (called dissatisfiers or hygiene factors) as responsible for job dissatisfaction: company policy and administration, supervision, relationship with peers, personal life, relationship with subordinates, status, and security.
If Herzberg theory will be considered by the engineer manager in motivating employees, he must do something to eliminate the dissatisfiers and install satisfiers.
Why is motivation important?
Make employees feel valued
Challenge employees to greatness
Create a positive environment
Negative financial AND cultural impact on organizations, no matter how big or small
Employees develop enhanced sense of identity and perspective
Feel they are more than just 'employees'
-Gain industry knowledge
-Enhance job performance
-Supports career development
-How to handle situations gracefully
-Find the positive
-Outside factors (ex: diet & exercise)
-Shield of positivity
-People with high emotional intelligence are top performers
-More resilient & flexible
-Admired by peers
Ranked by Fortune as the best place in the US to work in 2009
First brand to be valued at $100 Billion
Founded by Larry Page & Sergey Brin
Environment where employees could have fun, dream big & get rewarded for their work.
Benefits available to all employees
- First-class dining facilities
- Laundry rooms
- Massage rooms
- Hair salon
- Dry cleaning
Chief Culture Officer
manages traditional benefits
-free health & dental insurance
-flex spending accounts
and unique benefits
-18 weeks paid maternity leave
-$500 during three months after
child born for take-out food
-matches charitable contributions
up to $3000/year
-up to $5000 reimbursement for
adoption legal fees
- No hierarchy
- Small work groups
- Job with a purpose
~ Free to pursue
Byproduct of company's growth
-cramped quarters (3-4 employees sharing a cubicle
-challenge to find quiet spot to sit and think