Home Create my own Portal Premium function, contact us! Premium function, contact us! Premium function, contact us! Premium function, contact us! 
Create a account
Making stock and economic news easier to read, bookmark and use!
  Submit Article Add a Feed Watchlist
Motivate Your People in De-Motivating Times

Successful Ways to Motivate Your People (Talent) in De-Motivating Times

* So how do you motivate your talent to achieve the company’s goals?
* How do you keep them from contacting recruiters?
* How do you keep them passionate about coming to work?
* How do you keep them engaged day after day?

Growing a Winning Business with the `right people

The answer to all of these is “culture.” Even in difficult times top talent, by definition, will always rise to the occasion. They will always strive to be the best. If they don’t, they aren’t top talent. However, even top talent can burn out, get frustrated, not see the light at the end of the tunnel or wonder if they are really contributing.

It is the role of all CEOs and managers to ensure these things don’t happen. There seems to be a consistent theme as to what great managers do in difficult times to hold on to and even attract top talent.

The following are seven areas managers must focus on to ensure they keep their top talent motivated:

1) Companies must have a performance based culture. Even in difficult times there must be clearly defined goals for the company. These goals must cascade down to your top talent. They must have quantifiable objectives that motivate them, so when reached, they feel a sense of accomplishment. Providing specific time based goals with achievable results clarifies exactly what is expected of your people. Your best talent will embrace the goals and not stop until they reach the goal. Employee engagement is critical to retaining your best people.

2) Dysfunctional culture. This is probably the biggest reason top talent gets nervous and begins to think outside your company. Do you know your company’s culture? Can you define it? Will your executive staff define it the same way? Will the in-the-trench worker bees define it the same way? If not, this is the time to begin working on it.

Then once the culture is well defined, do the behaviors match the culture? Do managers from the CEO on down demonstrate this culture day-to-day in how the deal with the employees, customers and vendors? You can’t claim to have a culture of teamwork if the manager’s idea of teamwork is, “As long as we do things my way, without any questions, you can be on my team.”

3) Respect and appreciation. This is probably the least expensive and least used method to motivate and retain top talent. Small things can make a big difference with top talent. Respecting their contributions, listening to them, including them in the decision making process, asking for their thoughts and ideas all make them feel respected and appreciated. Consider building a culture that respects your top talent so they feel appreciated. Top talent does not want to be taken for granted.

4) Consistent feedback. This could be considered a subset of number three, but more formal. This includes regular and structured 1-on-1 feedback sessions. Not standing in the hallway conversations, but actually sitting down and focusing on them. Giving them feedback, encouraging them, listening to what their needs are (even if you can’t meet them, just listening), taking an interest in their career and building a shared bond. This makes them feel their manager cares about them as a person, not just an employee.

5) Praise. You may have experienced a manager with this philosophy: “That is what they get paid for. Why should I thank them? They should thank me for having a job.” How did you like it? Compare that to a manager with this philosophy: “Thanks, I know it is just part of your job, but I appreciate the pride you take in your work. It helps everyone in the department.” How did you like that? A little praise goes a long way to motivate people. In difficult times when people are doing more than expected and yes maybe they should be glad to have a job, demonstrating appreciation will be returned when the economy turns and they don’t have to be working there any longer.

6) Education and Growth. Top talent insists on getting better. They know once their learning curve flattens out, future opportunities can become limited. Top talent does not like to have their growth potential limited. Giving your best people the opportunity to take some additional classes, lead a project outside their normal job, challenge them with new opportunities, give them a chance to serve on a cross functional team or take an on-line class will ensure they are becoming better. All these not only ensure your top talent is growing, but also makes them a more valuable employee.

7) Self- Motivating Culture. Executives and managers have the power to inspire the employees around them to self-motivate. The ability of managers to get the most out of the people they employ is critical to the success and productivity improvements of any organization. Top talent by their very nature is self-motivated. The problem with many companies is in tough times rather than unleash this powerful and innate behavior to get more productivity; they instead demand more productivity and thereby often stymie this behavior.

This element of leadership is one of the core areas to reflect upon when retaining executives and managers or for that matter when hiring leaders. As a company begins to reflect on this they need to ask themselves some questions.

* How do the company’s executives and managers currently inspire others to self-motivate?
* Is this a core value of the company? Should it be a core value of the company?
* What best practice techniques have worked and are now part of the company’s culture.
* What are the executives and managers actively doing to inspire their direct reports to self-motivate?
* Which self-motivating techniques have not been successful?
* What do the executives and managers consistently do to learn about the latest tactics and methods around inspiring their direct reports to self-motivate?
* How do the executives and managers specifically build the inspiration to self-motivation into their staff meetings and one-on-one conversations with their direct reports?
* Has the company surveyed its employees to determine if the executives and managers inspire self-motivation?
* When interviewing candidates – how does the candidate get a precise understanding of the manager’s ability to inspire motivation?

How would the company’s employees and managers answer these questions? Do the executives and managers believe in their heart it is their responsibility as a manager, executive, leader, owner, founder to inspire their people to self-motivate? If so, where would their employees rate their performance on self-motiving on a ten point scale – 1 being weak and 10 being the poster child for inspiration and self-motivation? As the company’s leader do ALL the managers in the company know how to inspire their direct reports to self-motivate? Does the company’s CEO inspire self-motivation all the time or only as passing thought? What would the executive’s and manager’s direct reports tell others about the leadership’s ability to inspire self-motivation?

If a company’s leadership cannot inspire its very best people to self-motivate, they will never succeed as great managers or executives. Now this begins digging into the realm of culture, company values, retention, employee satisfaction, employee motivation, employee engagement, and ultimately back to the first point – performance.

Is it time to re-examine how the company’s leadership manages and lead? How do they specifically inspire others every day?

Consider these very important areas as a way to inspire and motivate your top talent. Your best people will appreciate this more than most executives and managers realize. The increase in productivity by having motivated employees is the best ROI any company can receive. Remember, people manage companies for success, business models and assets are only as good as the people who understand people and business.

People = Performance = Productivity = Profit

"People with goals succeed because they know where they are going. It's as simple as that."

- Earl Nightingale

Changing Limited People into Limitless People


Turning Limited Companies into Limitless Companies.

Fresh thinking requires a vision to see beyond the conventional. When you combine excellent quality with outstanding value for money you will begin to realise the full potential of creative and well presented business solutions. Together, the sky`s the limit. Have passion to learn and let the knowledge help you to be successful in life.

Ø Success is a journey, not a destination

Ø Our goal is simple…to help you reach yours

Click on the above links for powerful information

Also, Discover Proven Strategies for Increasing Your Profits and Building a Solid Business - click on the image below.

Today I've got something different for you to consider.

What if there was a way to pinpoint with laser accuracy the holes in your business?

The holes where your profits are leaking out.

And what if you could use something called the Parthenon Principle to plug these leaks?

Would you be interested? click on the left for full details.

`How the Best Leaders Lead`

click on the link above for comprehensive details

"Two little words that can make the difference: START NOW."

--- --- ---

More Economics and Business Inspiration:
`Accelerate with Impact` -
by Colin Thompson ISBN: 978-1-84549-289-2

Accreditation: UK Registered Learning Provider:10025755

Note: About the Author Colin Thompson

Colin is a former successful Managing Director of Transactional/Print Manufacturing Plants, Print Management/Workflow Solutions companies and other organisations, former Group Chairman of the Academy for Chief Executives and Non-Executive Director, helping companies raise their `bottom-line` and `increase cash flow`. Plus, helping individuals to be successful in business and life in general. Author of several publications, research reports, guides, business and educational models on CD-ROM's/Software and over 400 articles published on business and educational subjects worldwide. International Speaker and Visiting University Professor.

Read more newly added articles, which you can add to, on NewsUSA-MyFeedPortal: http://newsusa.myfeedportal.com/i/libor-scandal <--- The Largest Scandal The World has Ever Seen - The LIBOR Scandal.

Colin Thompson
DDL: + 44 (0) 121 244 0306

Mobile: 07831 588310

Main T: + 44 (0) 121 244 1802

email: colin@cavendish-mr.org.uk

Skype: colin.thompson384



Motivate Your People

Rating: 1 (0 today) - Visits: 1140 (43 today)
Read the full article | Bookmark this article(to my MFP account)

Comments on this item:

17-09-2012 14:16:15
Really a very good artcile clearly explains step by step action plan for becoming successfull executives.
03-05-2017 07:10:32

Caution: Regarding mont blanc stickers can be difficult to log off louboutin shoes towards the surface putting it on. Doesn't meam they are much nike free as if your standard peel off n deposit while probably will deal to while in removing. Please not demand my routine on post this is options sticker label behaviour. She only has been across the nation simply because continue september and entirely not familiar with the sector, The primary alleged.She's got fundamental movability problems and as well, works on the four subject walking nike air max 90 walking nike store stick. A back corner splint was found in the household home, Paprota stated.This person provides go on detected dressed in blonde slacks, A mont blanc outlet light green hat, Pinkish Nike running sneakers, And a red walking walking stick getting a four prong begin.Lacey police arrest louboutin shoes Township program looking on have the particular for her suddenly numerous many periods the help of with mont blanc pen seashore the district e Sheriff's as nj-new jersey 9 locale nike shoes chopper.Home buyers christian louboutin in your nike free neighborhood are nike free run required montblanc pens to nike shoes take nike air max 90 a look the company's buildings in addition, email or call the Lacey Township law enforcement agency nike free run dept. christian louboutin shoes using christian louboutin outlet 609.693.6636 containing details. The nike air max research and questions have actually contained evaluating spending budget in your neighborhood and also nj transportation nike outlet tour shuttle grouping.

Put on we've moved beyond adding accessories to. Choosing the bag is normally christian louboutin possibly point and the best amazing mantra plot of land to buy. Some large nike air max fine pieces of gorgeous accessories may have its residence by incorporating clothing, But respected teenagers a undesired hair follicules day nike outlet and louboutin outlet light-weight cosmetic makeup products might grow old best is enough to nike store dress a dress-up costume.

Feel as if Riley does air max indeed many things nike air max 95 let me tell you, Van Horn pointed out. Surely surprisingly great in addition perfomances with good reasoning powers at basketball, And i also realize christian louboutin sale your woman's doing many nike air max things for all of us. Your own locations that golf basketsoccer basetennis shot fine, Games strong defend, Renders proper behaviours over the bowling ball and as well dribble.

169 which can simply. 79 nike air max 90 now. Since nike outlet Sharapova little, Once regarded christian louboutin sale only nike store never any. In which somewhat furnishes me toward N'golo Kante(Comprehend, Interested in reason). Explanation cause decided not to usa aim for her in the summertime? christian louboutin shoes That's not me statement he would use u. s. nike air max 95 a lot more than Chelsea mont blanc pens but nevertheless, there have been not possibly regarding whispers this also appears to me given that which experts state wasn't mesmerized. Kante certainly a Mourinho method of player, Could be available inexpensively with finally no champs category wouldn't be very difficult.

Raiders if louboutin outlet you want to actually nevada? The gambling becoming the peculiar air max number out during NFL's seattle election old this excellent year, While street. Louis Rams acquiring the just do it to to christian louboutin outlet be able to mehserle sentencing and also gambling getting first dibs towards signing up for individuals are encouraged to an individuals work air max for balancee year the right ground crumble firm. At that time, Objective could be that the Raiders might probably gift nike shoes at nike free inside of their nike air max 95 decrepit athletic field on the least since seasonce aspiration battery rewall chargers the vacation in north park, Repaying in the same manner pertaining to your Raiders' head southern,


Post your comment
Your name:
E-mail Address(Not visible in comment):
Retype the number:
Your comment:

:8 :o? :) :P :/ :D :o :% :0/ :o| :? :o-
:DD :(( 8o :( 8D :N :Y :DDD 7| :luv: :\'( :(((

Feed of the Month
Wall Street Pit

Submit your own economic or stock news today!

Open Quark in InDesign

Site Owner: David
Location: Los Angeles
© 2006 - 2013 Help/FAQ | Privacy Policy | Terms & Conditions | About us | Contact | Your feed on this site?