How We Can Motivate Our Employees at the Office & Site
Recognition/Attention: We should recognize our employees upon the accomplishment of given tasks, which will definitely motivate them to contribute more towards the company.
One-on-One Discussion and Problem Identification: One-to-one discussions definitely strengthen interpersonal relations, helping us understand specific areas for development and encouraging employees to work freely. They will also realize how much you care.
Training: Training is not only for the development of our employees but also increases the satisfaction level of individual employees. This is one of the biggest areas to motivate employees, as it shows the company is also looking for personal growth.
Career Path/CBCP: Your employees need to know what is potentially ahead for them and what opportunities there are for growth. This issue is sometimes a forgotten ingredient in the overall motivation of people. It sends a very positive message that there are indeed further career opportunities within the organization.
Leadership Roles: Give people leadership roles to reward their performance and help identify future promotable individuals. Most people are stimulated by leadership roles, even in spot appearances. A great place to hand out leadership roles is by allowing our people to lead brief meetings. This can also be done by setting up "tune-up" training sessions and letting one of your employees lead the training. The best time to do this is when new people start.
Applause: A form of recognition, yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever—at meetings, company-sponsored social gatherings, luncheons, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift. Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.
Good Work Environment and Atmosphere: In today's era of our industry, the work environment and atmosphere are major constants, particularly at project sites. We can set up model site offices, including furniture and fixtures, where site people will be comfortable. Once we take care of the environment, the atmosphere will be adopted by them itself.
Social Gatherings: Scheduled offsite events enhance bonding, which in turn helps team spirit and ultimately impacts our positive work environment. Interaction will be better, and understanding improvement will also be in place.
Team Spirit: Have a picture taken of your entire staff (including you!), have it enlarged, and hang it in a visible spot. Most people like to physically see themselves as part of a group or team. People driving to reach goals together definitely enhance team spirit because they must lean upon others and be prepared to be leaned on. One very effective idea for me has been building a collage of creative ideas with the "Team" theme. All employees are responsible for submitting a phrase referring to TEAM on a weekly rotation. Each of these ideas (such as TEAM: Total Enthusiasm of All Members or There is no I in Team) is placed on a wall, creating a collage of Team-oriented phrases. Don't have one person responsible for this—do it as a team.
Casual Dress Day: Establish pre-vacation casual days for each individual employee to enjoy on the day before his or her vacation/holiday, and they will join proactively after the same with fresh enthusiasm.
Job Titles: Self-esteem is one of the basic needs of human beings, as we have read in our HR course. Be creative as you think of possibilities for titles. Have your staff come up with ideas, giving them input into the titles. Bottom line, you are dealing with pride, and pride enhances a positive attitude. A positive attitude is the foundation for continuing success.
Executive Recognition: This is the secret weapon. Like any secret weapon, timing is most critical. If this is used too often, the value is diminished. If it is used only for special occasions and rare achievements, the value is escalated. We talked earlier about general recognition and the positive impact that has on your people. That will go up a few notches when it comes from an executive. Some of the same vehicles can be used here, such as memos and voicemail. To add yet another level of stimulation, have an executive either personally call to congratulate someone (or a group) or even show up in person to shake hands and express appreciation.
Outside Seminars: Outside seminars are a stimulating break. Because outside seminars are not always cost-efficient for most people, consider on-site seminars or workshops for our staff. Use outside seminars as a contest prize for one or two people. Then set up a structured plan for those seminar attendees to briefly recreate the seminar for the rest of your people when they return. Now everyone gets educated for the price of one.
Additional Responsibility: There are definitely employees in our organization who are begging for and can handle additional responsibility. Our job as managers is to identify who they are and, if possible, match responsibilities to their strengths and desires.
Last but Not Least: The pay package, which is one of the biggest areas, particularly for project personnel, like site allowance, hardship allowance, and others, allows us to motivate them.
From India, Mumbai
Acknowledge(1)
Amend(0)
18Recognition/Attention: We should recognize our employees upon the accomplishment of given tasks, which will definitely motivate them to contribute more towards the company.
One-on-One Discussion and Problem Identification: One-to-one discussions definitely strengthen interpersonal relations, helping us understand specific areas for development and encouraging employees to work freely. They will also realize how much you care.
Training: Training is not only for the development of our employees but also increases the satisfaction level of individual employees. This is one of the biggest areas to motivate employees, as it shows the company is also looking for personal growth.
Career Path/CBCP: Your employees need to know what is potentially ahead for them and what opportunities there are for growth. This issue is sometimes a forgotten ingredient in the overall motivation of people. It sends a very positive message that there are indeed further career opportunities within the organization.
Leadership Roles: Give people leadership roles to reward their performance and help identify future promotable individuals. Most people are stimulated by leadership roles, even in spot appearances. A great place to hand out leadership roles is by allowing our people to lead brief meetings. This can also be done by setting up "tune-up" training sessions and letting one of your employees lead the training. The best time to do this is when new people start.
Applause: A form of recognition, yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever—at meetings, company-sponsored social gatherings, luncheons, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift. Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.
Good Work Environment and Atmosphere: In today's era of our industry, the work environment and atmosphere are major constants, particularly at project sites. We can set up model site offices, including furniture and fixtures, where site people will be comfortable. Once we take care of the environment, the atmosphere will be adopted by them itself.
Social Gatherings: Scheduled offsite events enhance bonding, which in turn helps team spirit and ultimately impacts our positive work environment. Interaction will be better, and understanding improvement will also be in place.
Team Spirit: Have a picture taken of your entire staff (including you!), have it enlarged, and hang it in a visible spot. Most people like to physically see themselves as part of a group or team. People driving to reach goals together definitely enhance team spirit because they must lean upon others and be prepared to be leaned on. One very effective idea for me has been building a collage of creative ideas with the "Team" theme. All employees are responsible for submitting a phrase referring to TEAM on a weekly rotation. Each of these ideas (such as TEAM: Total Enthusiasm of All Members or There is no I in Team) is placed on a wall, creating a collage of Team-oriented phrases. Don't have one person responsible for this—do it as a team.
Casual Dress Day: Establish pre-vacation casual days for each individual employee to enjoy on the day before his or her vacation/holiday, and they will join proactively after the same with fresh enthusiasm.
Job Titles: Self-esteem is one of the basic needs of human beings, as we have read in our HR course. Be creative as you think of possibilities for titles. Have your staff come up with ideas, giving them input into the titles. Bottom line, you are dealing with pride, and pride enhances a positive attitude. A positive attitude is the foundation for continuing success.
Executive Recognition: This is the secret weapon. Like any secret weapon, timing is most critical. If this is used too often, the value is diminished. If it is used only for special occasions and rare achievements, the value is escalated. We talked earlier about general recognition and the positive impact that has on your people. That will go up a few notches when it comes from an executive. Some of the same vehicles can be used here, such as memos and voicemail. To add yet another level of stimulation, have an executive either personally call to congratulate someone (or a group) or even show up in person to shake hands and express appreciation.
Outside Seminars: Outside seminars are a stimulating break. Because outside seminars are not always cost-efficient for most people, consider on-site seminars or workshops for our staff. Use outside seminars as a contest prize for one or two people. Then set up a structured plan for those seminar attendees to briefly recreate the seminar for the rest of your people when they return. Now everyone gets educated for the price of one.
Additional Responsibility: There are definitely employees in our organization who are begging for and can handle additional responsibility. Our job as managers is to identify who they are and, if possible, match responsibilities to their strengths and desires.
Last but Not Least: The pay package, which is one of the biggest areas, particularly for project personnel, like site allowance, hardship allowance, and others, allows us to motivate them.
From India, Mumbai
Acknowledge(1)Amend(0)
That is an elaborate sharing and covers a multitude of options. It's definitely useful for HR professionals who are desperately seeking ways and means to keep employees motivated. Tweaking some of the ideas could also generate more options for one to tailor and implement effectively in the workplace. Good sharing.
Regards
From India, Mumbai
Acknowledge(2)
Amend(0)
Regards
From India, Mumbai
Acknowledge(2)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Motivation.ppt
Employee-engage ment.prn_190.pd f
Employee Recognition letter formats for Team.doc