It has been well documented that employees' productivity and job quality increase when we are made to feel welcome at work. In other words, when the motivational climate is enhanced to meet their needs they produce quality work at the 100% rate. The source that caused them to produce at such high standards came from their employer's attempts at enhancing the motivational climate. As a result, they came to work, not because they had to, but because they wanted to. By listening to your employees, they will tell you what you need to do to enhance their motivational climate. In the meanwhile, here is a checklist to help you get started. Ask yourself, Do I: * encourage my employees to participate in goal-setting, planning, and decision-making activities? ( ) Yes ( ) No * give them credit and recognition when due? ( ) Yes ( ) No * help them see the Big Picture?( ) Yes ( ) No * help them see what's in it for them? ( ) Yes ( ) No * attend to their needs? ( ) Yes ( ) No * delegate whole units of responsibility with the appropriate level of responsibility? ( ) Yes ( ) No * select the right person for the task? ( ) Yes ( ) No * communicate so they understand the first time? ( ) Yes ( ) No * hold regular, brief, but effective meetings so that they will be informed about developments affecting their jobs? ( ) Yes ( ) No * take time to listen to them? ( ) Yes ( ) No * respond to them openly, candidly, and fairly? ( ) Yes ( ) No * conduct fair and consistent job evaluations? ( ) Yes ( ) No * support their educational pursuits? ( ) Yes ( ) No * encourage them to join trade, professional, or civic organizations? ( ) Yes ( ) No * accept and implement their suggestions? ( ) Yes ( ) No Total your score. If your No's outnumber your Yes responses, it's time to sit down with your employees and find out from them what you can do to enhance their motivational climate. Remember: When you maximize your potential, everyone wins. When you don't, we all lose. Etienne A. Gibbs, MSW PERMISSION TO REPUBLISH: This article may be republished in ezines, newsletters, and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required. E mail: eagibbs@ureach.com |
