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Will You Add? - The Keys To Better Motivated Employees
Pain is something we try to avoid as much as possible unless you are a masochist, champion or millionaire in the making.To have more requires becoming more and becoming more requires growth. Talk to any serious athlete or body builder. They will tell you that most of their workou
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or pro
Does your Sales Pipeline leak? If you answered no, you don’t even understand the question. Every business’ Sales Pipeline leaks to some extent. The question is: Have you done everything you can to ensure that it does not leak excessively? Do you even know what your Sales Pipeline looks
The role of a manager is to create an environment in which employees want to motivate themselves for peak performance.
There are two traditional methods of motivating employees that are being used in hundreds of companies by thousands of managers to “MOTIVATE” employees. They are: Fear or punishment and Reward or Incentive. Both of these motivational environments are temporary and appeal to the outside-in need to be motivated.
Fear Motivation is based on punishment of some kind from withdrawal of a privilege to being fired. If Fear Motivation is the dominant type you or your organization uses, I will bet you live with a great deal of frustration. People can build up an immunity to your threats. And if they are not concerned about the punishment, it won’t motivate them. Fear motivation is also negative and tends to de-motivate, the opposite of what you are attempting to accomplish.
Reward motivation is based on a want or need of the employee. Problem is, if they don’t want what you are rewarding them with, guess what? I worked with a client last year where the average yearly sales compensation was over $75,000 per employee. The president was frustrated because their potential was in excess of $200,000 a year. No additional incentives would improve performance because each of the employees was satisfied with his current compensation levels. So offering them bribes, bonuses or nicer drapes in their office didn't work to get them to work harder to sell more so they could earn.
There is an old saying that says. “You can lead a horse to water, but you can’t make him drink.” You can, however, put some salt in his oats to make him thirsty.
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or prom
You've found the perfect candidate for that job opening. This person is great: a personality that will fit in with your other employees, the technical skills you need, and they've even worked at a couple of your competitors. Or not.I'm a huge proponent of background checks. Howev
Fear Motivation is based on punishment of some kind from withdrawal of a privilege to being fired. If Fear Motivation is the dominant type you or your organization uses, I will bet you live with a great deal of frustration. People can build up an immunity to your threats. And if they are not concerned about the punishment, it won’t motivate them. Fear motivation is also negative and tends to de-motivate, the opposite of what you are attempting to accomplish.
Reward motivation is based on a want or need of the employee. Problem is, if they don’t want what you are rewarding them with, guess what? I worked with a client last year where the average yearly sales compensation was over $75,000 per employee. The president was frustrated because their potential was in excess of $200,000 a year. No additional incentives would improve performance because each of the employees was satisfied with his current compensation levels. So offering them bribes, bonuses or nicer drapes in their office didn't work to get them to work harder to sell more so they could earn.
There is an old saying that says. “You can lead a horse to water, but you can’t make him drink.” You can, however, put some salt in his oats to make him thirsty.
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or pro
No matter what business you are in, how old you are, how long you have been doing business or who you are doing it with, a very important part of doing business is a contract. This is really the only thing that is there to make sure your partners do what they say they will do. It is als
Reward motivation is based on a want or need of the employee. Problem is, if they don’t want what you are rewarding them with, guess what? I worked with a client last year where the average yearly sales compensation was over $75,000 per employee. The president was frustrated because their potential was in excess of $200,000 a year. No additional incentives would improve performance because each of the employees was satisfied with his current compensation levels. So offering them bribes, bonuses or nicer drapes in their office didn't work to get them to work harder to sell more so they could earn.
There is an old saying that says. “You can lead a horse to water, but you can’t make him drink.” You can, however, put some salt in his oats to make him thirsty.
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or pro
I had an e-mail from Karon of Wollongong, Australia who finally plucked up the courage to ask her employer for some outside professional development training to be attended in working hours. Here is what she had to say.Encouraged by your newsletter I thought I would check if my c
There is an old saying that says. “You can lead a horse to water, but you can’t make him drink.” You can, however, put some salt in his oats to make him thirsty.
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or pro
Years ago, talking to prospects about group health insurance was a tough sell. Health insurance agents used to settle on cold calling in order to make a sale. This was time-consuming and often resulted in dead-end rejections, since many groups had some form of health insurance through t
The only motivation that works for the long haul is turning over the responsibility of motivation to the individual. That’s why it is called self-motivation.
This third type of motivation is based on a person’s attitude development. He does it more – not because you want him to, threaten him or promise him the moon – but because he wants to.
The key role of a manager is to hire self-motivated employees, then do as little as possible to de-motivate them.
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