Employee Motivators
Creative ways in which to motivate and increase production from the staff we currently have:
Many of us are maximizing our resources and asking our employees to wear multiple hats and perform more than one job function.
It’s difficult for us (the business owner) to stay motivated, and motivate others during these very challenging economic times. Not only is there a tremendous amount of uncertainty in the workplace, but many of our employees are being asked to do more, with less resources, less hours and no extra pay to show for it.
Keeping employees motivated these days is a tough job, when we, the business owners, or managers, are unsure of the future. Communicating and being honest with them is critical regarding the health of the company and asking them to assist in “keeping the ship afloat”. Since their jobs are potentially at stake, and since there aren’t many employment options out there currently, they may very well take ownership of the situation. Also, as leaders, our moods greatly affect the moods of others. If we walk in the morning with energy and a positive vibe, it sets the tone for others. The opposite, or negative tone, applies as well.
As an employer, we may not be able to shower employees with cash or bonuses during these tough times, but that doesn’t mean there aren’t other low-cost perks we can offer to help boost morale. It doesn’t have to cost a lot to have a major impact on employee motivation. The best forms of motivation, ironically, have the least cost. It just requires commitment and some consistent, creative thinking on our part.
Simple acts like asking employees their opinions, involving them in a decision or thanking them for a job well done can go a long way. We all know these theories are effective, we just get so involved in our daily activities that we may not consistently exercise these points.
If employees see us, management, crying poverty, cutting their compensation and benefits, but still driving that nice car, living in that nice home and going on vacations, resentment will rear its head, it’s inevitable. Live discretely and don’t gloat over your possessions. We have to remember that many of our employees are living paycheck to paycheck. Nothing is guaranteed, and those of us who are fortunate to live a comfortable life, realize it all can be taken away in a flash. Stay humble.
Think outside the box to come up with creative low-cost ways to motivate staff. There are lots of ways to do it, and I’ll provide a few:
Incentives and performance
If employees hit or exceed certain performance standards, they should receive some sort of agreed-upon bonus payment. If the goal isn’t met; there’s no out of pocket expense to your company.
Suggestion programs
If an employee comes up with a suggestion that either makes or saves the company money, he or she would receive an agreed-upon payment, such as 10 percent of the overall savings.
Career path program Take stock of all the jobs within your company, which may only be a few, and chart the different paths employees can take to move up the ranks. This can be a great motivator as it gives employees vision of how they can grow positionally and financially.
Appreciation rewards
Who wouldn’t like to get tickets to a movie, a play or sporting event? These incentives could be tied to performance or length of service, or reducing operating expenses. People yearn for recognition! Also, provide these appreciation rewards unexpectedly as the surprise will be very welcomed.
In addition to low cost rewards and acknowledgement, it is through discovering who employees are at their very core that we will be able to generate effective motivation in the workplace. Managers who realize what motivates them and their employees, are capable of building highly productive and profitable teams where everyone has a greater sense of fulfillment and sustained cooperation.
If an employer is able to hire someone now, or has existing employees, Not only is there a tremendous amount of uncertainty in the workplace, but many of our employees are being asked to do more, with less resources, less hours and no extra pay to show for it.
It doesn’t have to cost a lot to have a major impact on employee motivation even though economic conditions are still difficult.
Here are some suggestions: Most companies are operating with reduced staffing levels and they generally know who their good people are. Empower them to treat your company as their own.
Incentives and performance: If performance goals are met, pay out a %. Bringing in new or retaining customers,
Suggestion programs: If an idea saves the company money, pay out a %: renegotiate vendor agreements, reduce office supplies, materials, utility bills, etc.
Career path program: Provide vision and goals for others to grow internally.
Appreciation rewards: Provide a small, unexpected gift for a job well done.
By caring for our employees, it encourages creative thoughts, buy in and allows/empowers the employees to treat the company like their own. It costs a lot more to continually replacing key people than to proactively keep them happy.
These incentives provide creative compensations options during job offer negotiations.
Implementing cost cutting measures, technology steam-lining and re-negotiating existing vendor contracts. He reasoned that his compensation could be tied to these measures. The more he saved the company, the more he could make as a percentage of the savings. This way, there was far less risk for the company to hire him at his level. A win-win! Keep this in mind if you’re considering hiring someone. What can they provide to help you reduce the risk of hiring them.
Steps to Drive Your Career Forward
At a recent speaking engagement at Citizens Bank in Boston, I addressed an impressive group of risk management professionals on the importance of career management. After, I attended my first Red Sox game at Fenway Park! The seminar was very well received and I thought I’d share some of the highlights with you.
I’ve spent many years coaching and listening to people discuss their careers and businesses. My clients have included all levels of professionals, including executive managers, partners, engineers and staff level people. They’ve shared their challenges, successes and areas that needed improvement. They’ve also provided me with useful insight into their corporate politics and cultures.
My 22 years as a career expert can be summarized with the following key points:
1. Achieving business success requires sacrifice (late hours, travel, difficult internal conditions, etc.).
2. Even though you may work for a company, you are essentially your own business manager and “corporation”. Many companies offer career paths, training, higher educational opportunities and teambuilding. If you haven’t yet taken advantage of these “perks”, do so now!
3. The workplace can be enjoyable, competitive and challenging. It rewards hard work and dedication, but it has no tolerance for average effort. Those who are not proactive driving their careers forward, who just let things happen, often end up in unfulfilling situations and perhaps may be replaced. No one will ever care more about your career than you do.
4. Because people are very different, there are particular careers which match up well with certain personalities and aptitudes. We all have certain gifts that fit for some jobs and disqualify from others. In order to learn where you’ll be happiest, get to know yourself better by assessing your skills, temperament, aptitudes and natural gifts. There’s no reason you can’t enjoy your work more.
5. Think of your career as a public relations campaign. Therefore, treat everyone with respect, from the lowest level positions to the highest level managers. Treating others with kindness and respect will make life happier for those around you and your career will benefit.
6. “People skills” are just as important as “technical skills,” because even in highly technical jobs, you have to work with others. I know many highly skilled technical superstars who are now unemployed. They knew their jobs, but couldn’t get along well enough with others. Average performers with strong people skills often last longer. It’s better to be a “people person” with average skills than to be an arrogant person who doesn’t get along well with others.
7. Be careful expressing strong emotions in business, especially anger and disappointment. Communicate your feelings quietly and diplomatically. Take a step back, calm down then proceed. Burning bridges could damage the reputation & credibility you’ve so worked hard to establish.
8. Success is contagious! Spend time with or go to lunch with people you admire. Ask how they manage their career and success. They will be flattered and will usually share their “secrets”.
9. Whether you are a staff employee or a CEO, a warm and positive attitude can be your single biggest career asset.
10. On any given day, your present job may end, even if you own a company like me! Therefore don’t take your present opportunity for granted. Don’t get complacent.
11. Your accomplishments are your selling point for the future and will help to determine your marketability. In selling yourself, it’s results that count. Try to contribute something substantial and measurable every day.
12. Confront challenges head on and don’t make excuses when things go wrong. Ultimately, you are your own “business manager” and dictate and control your own strategic career moves.
Our economy is finally beginning to show signs of improvement and slight growth. If you’ve maintained your job during one of the worst economic downturns in our nation’s history, it obviously says something about you. If you haven’t, don’t despair, you are not alone and don’t “beat yourself up”. Your loss of job probably had nothing to do with you and everything to do with our economic conditions. “Dust yourself off” and move forward! This is no time to get complacent and being average is simply not good enough in this economic environment. Incorporate some of the items above and I assure you that they will not only enhance your career but your personal situations as well, enabling you to be a more well rounded person.
Ron Daratany is the President/CEO of DMR Global Recruiting and
DMR Career Planning and has been a national recruiting & career development expert throughout his entire 22 year career.
Steps Students Must Implement Prior to Entering the Job Market
As the unemployment rate continues to hover at historic highs, the job market continues to be a humbling place for all levels of professionals searching for a position as well as those entering the work force for the first time. Other than a few select industries including medical, education and government, most sectors continue to wait for more compelling signs that the economy is stabilizing before feeling comfortable adding to their payroll.
Currently, most employee levels, including high priced and experienced talent, is “on sale” for those employers who may be currently hiring. This is obviously due to the fact that there aren’t many positions available overall and many people are forced to accept positions far below their previous levels. The end result is that executive level professionals, in order to pay their bills, must “open up” their search parameters to include mid level positions. Mid level professionals may be forced to apply for lower level positions, which in turn, leave less positions available for the entry level people, whom historically, were students entering the job market for the first time.
Many Colleges and Universities are experiencing record student enrollment levels due in part to the lack of entry level jobs. Students now feel compelled to stay in school longer, add to their levels of education, make themselves more marketable while remaining hopeful the job market improves by the time they graduate. In addition to students staying in school longer, experienced professionals, who find themselves in career transition, are enrolling in school in order to enhance and add to their existing skill sets.
When these students are ready to enter the job market, a question our firm, DMR Career Planning, is consistently asked is:
With the reality of today’s employment environment, how can a student, with a limited employment record, stand out and compete with experienced job seekers for the few positions available?
As our firm prepares students for the “real world”, we consistently use words such as perception, credibility, intelligence, teamwork, leadership and motivation. These are traits which describe what employers would typically search for in a new employee. Since a student has a limited work history for a potential employer to use to formulate an opinion, they must focus on these secondary indicators.
On a resume or an interview, we suggest a student highlight:
School, major, relevant coursework & grades (Good grades indicate commitment to excel and specific coursework will provide the foundational skills to pick up a specific task faster & easier).
List any paying jobs you may have had (Indicates hard worker and independence, despite school workload).
Internships or Volunteering (Employers will recognize this as viable work experience even though there is no or limited pay involved).
School committees & Clubs (Indicate leadership & organizational skills).
Sports (Participation in team sports indicates that you may work well within a team & work environment).
Soft skills & Personality traits (Hardworking, eager, willing to learn, motivated, etc)
In addition, we require our student clients to assure their personal email addresses, outgoing voicemails and online presence are professional. If not, a potential employer could perceive your lack of professionalism or attention to detail as a negative even before an interview!
If all components of our student client’s search process is perceived by the potential employer that they are: detailed oriented, credible, intelligent, team focused, leaders and motivated, the “playing field” will be more level when they are competing against more seasoned candidates.
Ron Daratany is the President/Founder of DMR Global Recruiting and DMR Career Planning and is considered a national recruiting & career development expert throughout his entire 21 year career.
Small Business and Individual Marketing Concepts
Though my expertise focuses mainly on individual career planning and corporate recruiting, I recently spoke at a Coral Springs Chamber of Commerce Luncheon and the American Business Woman’s Association (ABWA) Dinner. Both topics revolved around small business marketing and motivational suggestions. Like candidates competing for limited jobs, businesses are also competing for shrinking consumer dollars and opportunities, therefore many of the theories are very similar.
Due to the struggling economy, I have spoken with many small business owners who have considered the possibility of getting an external job as their businesses continue to erode. Inversely, people who have lost their jobs are considering starting their own businesses because of the lack of jobs. Ironic isn’t it? From an employment perspective, the reality is that many hiring authorities may shy away from hiring us, the business owner, because they may feel if we get a call for a new project, we are going to leave them and resume our operations. Those who are forced to consider starting a business because of a lack of jobs will also have challenges. Their challenge will stem from launching a business from scratch (and its associated start-up costs) and compete directly with established and credible businesses.
My suggestion to the small business owners and individual job seeker is always the same. Don’t give up! Stay positive, relentless and make sure every step of your individual marketing campaign is flawless. If your process is sloppy and incomplete, then someone else with a more determined and refined mission will prosper. We want to be the one’s who thrive when things turn around, and they eventually will!
Question- What do potential clients, consumers and hiring companies look for in potential business partners and employees?
Answer-They are going to do business with credible, honest and hardworking people who have a great product, service or relevant job credentials.
Our job is to make sure the perception of us and our services are all of those things. The more credible you are, the more likely people will inquire about you, your business or service. Once they inquire it’s up to us to close the deal!
Suggestions to stay motivated and elevate your business:
Ø If working alone, consider hiring someone to be accountable to.
Ø Volunteer and meet others at Chamber/City functions.
Ø Post company/individual profile on several social/business networking sites, though be very careful of what you project!
Ø On your website, advertisements or resume, broadcast your most credible accomplishments, accolades or testimonials.
Ø Become a member of credible and industry specific associations.
Ø Increase your online presence by writing relevant blogs.
Ø Write letters to local publications and suggest interesting/relevant content to publish for their readers.
Ø Add additional services for increased revenue opportunities.
Ø Treat existing clients like “gold”!
If every step of your job search or the quest for new business is flawless, it will certainly increase the probabilities of success.
Good Luck and I’ll see you at the finish line as the economy is starting to show signs of improvement!
Ron Daratany, President/Founder of DMR Global, Inc. is a National Career Expert: Corporate Recruiting & Individual Career Development Consultant throughout his entire 21 year career.
Interviewing Concepts
The purpose of following proven interviewing techniques is to increase the probability of getting a job. With so many people vying for so few jobs, employers have many candidate options. They look for reasons to disqualify candidates and reward those who follow the necessary job search basics.
Maximize your interview opportunity! Preparation and attention to details are mandatory. Just remember you are being evaluated and judged on everything from your resume submittal to the final goodbye. Being well prepared could be the deciding factor in whether or not you land your next opportunity.
Dress in a professional, neat and appropriate way. It’s better to be overdressed than underdressed. Pay attention to details!
Prior to an interview, research the company and person interviewing you by visiting their websites and by conducting an online search.
Familiarize yourself thoroughly with all aspects of the company and the person interviewing you-compile enough information in order to ask informed questions. Come to the interview with suggestions/solutions and fresh ideas. The interviewer will perceive you as a prepared, efficient and an interested candidate.
Greet the hiring manager with a firm handshake and eye contact. Be cognizant of your body language. A very high percentage of our communication is done through non-verbal communication. So you can have all the skills required for the job and if you enter the interview with your hands in your pocket and eyes on the floor, you may as well consider yourself out of the running. They will question your confidence level.
During the interview, ask questions (qualify them) such as what qualifications would the ideal person possess-utilizing your listening skills, you then can answer with specifics and examples about your background and why you are qualified. You can’t “sell” if you don’t know what you’re selling! We are equally judged based on the questions we ask and the questions we answer.
Don’t ask questions such as salary, benefits and hours during the first stages of interview! If you’re fortunate enough to have a 2nd interview, or an offer, that would be the appropriate time, when there is confirmed interest, to ask those types of questions.
Don’t “badmouth” former manager or employer, regardless of the circumstances!
During the interview, just be you! Employers can usually tell when someone is trying to be someone they’re not or exaggerating experience. If you don’t know something or don’t have a specific element of experience, it’s OK! The best way to handle it is to be truthful and simply say, “Unfortunately, I haven’t had the opportunity to work on that program in my current role, however, I am willing and do have the foundation skills to pick it up quickly if given the opportunity”.
At the end of the interview, close the deal! Let the hiring manager know you’re interested, why you are a fit and that you want the job. Follow-up with an email (the next day) thanking them for their time, re-iterating your interest and ask when they will be making a decision. If you haven’t heard from the company after this date, it is appropriate to send a warm follow-up email asking for a status update.
So, even if you think you’ve “aced” this interview, you must continue the process of uncovering other opportunities. In the best possible scenario, it would be great to have more than one employment option.
