Today’s post wraps up our discussion on Thomas Haizlip’s top ten tips to motivate employee performances.
7. Good Wages
Robert Bosch, the founder of the world’s largest automobile parts supplier, is known to have said, “I do not pay good wages because I have a lot of money; I have a lot of money because I pay good wages.” In his article, Employee Motivation, Thomas Haizlip purports that leaders who want motivated, high productive employees must be willing to compensate such people in accordance with their ability and performance. He further postulates that good employees are motivated by more than just great wages, and that the most effective leaders never allow low wages to play the role of the wedge outside competitors can use to steal away an employers best staff members.
8. Good Working Conditions
Haizlip also contends that leaders who are interested in getting the most out of their staff members need to create an culture that fosters successful outcomes. At the minimum, he suggests supervisors provide a safe, clean, and sanitary workplace. In short, to get the most out of staffers, leaders must find a way to help them take pride in their workplace, even if it is only a small cubicle or workstation. Furthermore, he suggests that employers allow people to personalize their own work space with pictures, or other personal items to help them feel more comfortable, like they have a place that belongs solely to them. Companies like Google even provide employees a stipend to help staff workers establish more comfortable work spaces.
9. Being Part of a Team
The most successful leaders realize that being part of a dysfunctional team is an emotionally draining experience. One that results in low morale, low productivity, and high turnover. The great coach, Vince Lombardi, is quoted to have said that individual commitment to a group effort is what makes a team work, a company work, a society work, and a civilization work. The truth is that we are all social beings that possess an inherent desire to be part of a successful healthy team. This is a motivating factor that enables people to give and receive support, help, and encouragement. Leaders that want to achieve successful outcomes at their organizations learn how to harness this natural human desire by aligning employee efforts to achieve company goals which are mutually beneficial to both the company and its staff members.
10. Help with Personal Problems
How many of us have been in circumstances where we worked directly with, or heard about, incompetent bosses that communicate messages to their employees encouraging them to essentially leave their problems at the door as an effective strategy to focus on their job? Haizlip suggests that unfortunately, in doing so, employees also tend to leave their motivation and productivity at the door as well. Smart managers on the other hand, acknowledge that their role is not to act as the employee’s counselor or therapist. In truth, their job is to recognize when staff members are experiencing personal problems which in turn is having a negative affect on their job performance. In other words, the most successful leaders need to have open lines of honest, authentic, transparent communication so that their employees will feel encouraged to seek guidance and help. In short, these managers know that the best method to help employees in these circumstances is to direct their workers to their Human Resources Department or their Employee Assistance Programs to help them implement positive changes.
Well, that concludes our discussion on employee motivation for this week. Until next time … keep motivated and stay organized!
When you look at people who are successful, you will find that they aren’t the people who are motivated, but have consistency in their motivation. – Arsene Wenger
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Haizlip, T. (2008, February 26). Employee motivation: 10 tips to boost job performance. Retrieved March 7, 2015, from Ezine@rticles.com: http://ezinearticles.com/?Employee-Motivation—10-Tips-to-Boost-Job-Performance&id=1011144
**Thomas Haizlip is an executive coach who works with college educated, mid and senior level managers. He specializes in three types of clients:
- High Potential- clients that need fast track development,
- Valuable, But Risking Derailment – clients who are competent, but are not performing well now because of poor people skills,
- Diamonds in the Rough- clients who are technically competent but are not advancing because of a lack of emotional intelligence and limited leadership competencies.
Tom was a clinical psychologist for 16 years before he made the leap from couch to corporation. He helps his clients master the hard work of becoming a soft skills experts. Tom partners with clients to develop behaviors and skills that result in increased and sustained job performance and career advancement. Tom works with individuals and teams to improve emotional intelligence, build trust, engage in honest conflict, commit to goals, hold each other accountable, and produce results. To learn more, please visit http://www.skillsforsuccess.ws