- 1. Motivation at workplace
2. What is Motivation?? Drive to initiate an action. The
intensity of effort in an action The persistence of effort over
time. 3. Frequent rejection Physical separation from company
support Direct influence on quality of sales presentation Indirect
influence on performance Why is Motivation Important? 4. Steps to
Greater Personal Motivation 1. Define what you want. 2. Inform a
special person of your goals. 3. Do something. 4. Dont let failure
deter you. 5. Break down problems into pieces. 6. Set deadlines. 7.
Turn work into play. 8. Associate with people who motivate you. 5.
MASLOWS HIERARCHY OF NEEDS Self-Actualization Self-Esteem
Love-Belonging Safety-Security Physiological Intense job challenge,
full potential, full expression, creative expansion. Achievement,
respect, recognition, responsi- bility, prestige, independence,
attention, importance, appreciation. Belonging, acceptance, love,
affection, family and group acceptance, friendships. Security,
stability, dependency, protection, need for structure, order, law,
tenure, pension, insurance. Hunger, thirst, reproduction, shelter,
clothing, air, rest. Motivation and Personality, Abraham Maslow,
1970 6. Motivation for Employees salesman 7. Method 1 of 2:
Improving Sales Environments Instead of focusing on what they are
doing wrong, make sure that some 1-on-1 meetings address their
worries, pain points and work environment issues. You are likely to
catch motivation problems before they affect their season and
quota, if you try to fix negative work pressures. Ask your sales
staff what motivates them during these meetings. You may find some
salespeople respond to monetary rewards, while others respond to
promotions or a supportive team environment. Take notes on what
motivates each 1. Schedule meetings with your sales staff regularly
8. 2. Train your salespeople Appoint salespeople to train their
peers. This is an excellent way to recognize special skills in your
salespeople and encourage interaction. Take a field trip. Use your
contacts to find a manager who would be willing to have you watch
their successful sales team. Choose an outside consultant to train
your salespeople. Pick your person very carefully. Make sure they
are an expert, they have excellent time management skills and they
are able to inject some humor into the training. Keep training
sessions short and include a practice period with the guest
speaker. Appoint a mentor to train younger sales associates. This
may help 9. 3. Invest in new sales tools Make sure your CRM is
enhancing the sales environment, rather than detracting from it. A
good reporting, mass e-mail or mobile app tool can increase a
salesperson's efficiency, helping their sales goals and their
motivation. Most new websites and CRM require a training period.
Time the adoption of the tool to a low-stress point in the season
10. Method 2 of 2: Motivational Strategies 1. Tailor your
motivational plan to each employee If you have the ability to
adjust incentive schemes, use it. Each person is motivated
differently, so choose 1 to 3 things that will help the salesperson
work harder and put them in writing. 11. 2. Create a reasonable and
effective commission structure If few of your salespeople are
meeting their quotas, you should review how well they are working
to motivate employees. Reconsider caps on commissions or quotas,
placing them at lower levels if the market has seen a drop or
raising the commission levels in a market boom. 12. 3. Implement
daily, weekly and monthly incentives Offering a trip, day off,
large gift card, coffee, free lunches or gym/club membership for
the most sales in a week will encourage staff to go the extra mile.
These interim bonuses can also help salespeople to meet their
larger quotas by helping them hit milestones during the seasons.
Incentives increase friendly competition. Competing on a daily
basis for new leads or lead qualification can cause people to push
each other to do better. Keep incentives at a value where they
increase friendly competition but do not encourage sabotage. 13. 4.
Create a personal goal Keeping in mind what motivates each
employee, tack on an incentive to their commission that applies to
their desires. For example, if you know an employee has an
anniversary, offer them 2 extra paid days of leave if they meet
their goal. 14. 5. Encourage a team environment Salespeople can
often feel like they are alone, working toward a target. Create a
team incentive where they are encouraged to help each other and
share knowledge for a common goal. 15. 6. Recognize sales
achievements The time you take to congratulate someone on their
hard work may decide how hard they work to reach their next quota.
Congratulate them publicly. Bring up their achievement at sales
meetings. Write the person a note. Do not wait until their yearly
review to give them recognition. Instead, send a letter to their
house to tell them how valued they are, with a gift card for their
family. Introduce the person and their achievements to your bosses.
Recognition in upper management is hard to get, especially if your
sales staff sees high turnover. 16. Part 1 of 3: Creating a
Friendly Work Environment 1. Create a pleasant atmosphere You
should try to make the office look as friendly and appealing as
possible. Make sure the temperature in the office isn't set to be
too hot or too cold. Your employees won't be motivated if they're
freezing or so hot that they can't focus. Create a pleasant
ambience through lighting. Though you may not be able to help it if
your office has harsh florescent lights, you could make a big
difference by putting up a few lower- wattage bulbs that are easier
on the eye. Make sure your employees have lots of natural light and
position them next to windows whenever you can. They will be 17. 2.
Take advantage of your wall space Your employees will spend a lot
of time staring at your walls. Put up a bulletin board where people
can post pictures, birthday cards, and any relevant personal
information that they want to share with their coworkers. This will
make people feel more relaxed and comfortable, and they may even
smile when they peek at the board. Recognize outstanding employees.
Though you don't have to post the "employee of the month" on your
wall, you can post a small notice or write a person's achievements
on a whiteboard for the whole office to see. If your company is
going strong, put up some posters that show the company's progress
to motivate the employees to do good work. You can put up a few
motivational slogans, but don't overdo it. You don't want your
employees rolling their eyes at your overly-enthusiastic signs. 18.
3. Use food as incentive Don't underestimate the power of having
some food around the office. People will be much more excited to
come to work if they know that there will be some food waiting for
them. Here are a few food tricks that will motivate your employees:
Keep a kitchen stocked with tea and coffee so your employees spend
more time hanging around the office instead of stepping out for
coffee. Bring in bagels and donuts for breakfast one day a week or
month. This will get your employees to come to the office earlier
and to spend more time there. Order pizza for lunch once in a
while. You can even institute a "pizza day" once a month. Have
snacks around the office. Make popcorn, bring in chips and
guacamole, or bake brownies. Bring in a cake or cupcakes on an
employee's birthday. Create a festive environment through food. 19.
4. Institute casual dress days Casual dress days will make people
more excited to go to work, and will make them feel more
comfortable in the work environment. You can institute a casual
Friday, or randomly choose to add extra casual days to the
calendar. You can even make your casual dress days themed. Your
casual attire can also be used to highlight upcoming holidays when
the time is right. 20. Part 2 of 3: Recognizing and Rewarding Your
Employees 1. Recognize your employees on an individual basis If
they've done something truly outstanding, then you should take the
time to let them know. Instead of telling people that everyone is
doing great. let him know that his work is truly outstanding. You
can also recognize the employee by posting something about the
employee's work on your front bulletin board, or sending along an
email highlighting the person's achievements. If the person did
something truly exceptional, like sign a new and prestigious
client, you can stand up and make an announcement to praise that
person. Don't be afraid to follow your words up with a round of
applause, as long as it feels natural. 21. 2. Recognize your
employees as a group You should take the time to let your team know
that they are doing solid work as a unit, and show that you
appreciate their efforts at all times. Hold a meeting to discuss
the company as a whole, and to show how your employees' efforts are
contributing to the mission of the company. Your employees don't
want to feel like cogs in a wheel, but like they're contributing to
something valuable, so take the time to make them feel special Send
weekly emails, updates, or newsletters that tell your employees
that their hard work is paying off. If you feel that there is room
for improvement, that's okay, too. Just be honest with your
employees about the work that still needs to be done. Make a mental
note of praising your employees more than you give them negative
feedback. This will make them feel much more positive about the
hard work that they do. 22. 3. Reward your employees for hard work
Setting up a system of rewards is an excellent way to motivate your
employees. Reward them with small gifts. Give them two tickets to a
movie, a gift certificate to a store. Reward your employees with
time off. You'll be surprised to see how quickly your employees
start working when you offer to let them leave 15 or 30 minutes
early, or if you give them the option of coming to work an hour
late the next day. Reward your employees with a telecommute. The
employee who does the most work can be allowed to work from home
for a day. Reward your employees by doing their work for them.
People love seeing their boss do their jobs, whether it's to keep
the company bathroom clean or make a few calls to clients. Reward
them with casual dress. Employees love dressing casually, and that
employee can earn the privilege to dress casual for any given day.
Reward your employees with lunch. The employee who wins the work
contest can earn a free lunch from you -- an opportunity to get to
know you better. 23. Part 3 of 3: Developing Great Relationships in
the Workplace 1. Get to know your employees You should develop a
stronger relationship with your employees, you'll not only have a
better sense of what makes them tick, but they'll also like you
more and will be more motivated to work for you as a result.
Initiate a "coffee Friday" where you spend twenty or thirty minutes
chatting with an employee over coffee in your office. Learn
something about your employees' families. Remember that your
employees are real people with real families and real struggles.
Learn something about your employees' interests. If you find out
that one of your employees watches one of your favorite TV shows,
you can use it as a conversational point. Remember that there's a
difference between building a strong relationship with your
employees and building an intimate friendship with your employees.
Your conversations and contact should be friendly and open, but not
too personal. 24. 2. Create social events Having a few social
events on the calendar will help people in your office get to know
each other. Have people go out to lunch together once a month. This
will help people feel less isolated during lunch time and can help
them get to know each other. Create a team bowling or cricket
match. This will not only be a great way for your employees to
bond, but people will feel more of a sense of team spirit after
working together as a part of a different kind of team. Have a
happy hour for your employees to relax and laugh after work. This
may be organized by one of your employees, but don't be afraid to
join in if the mood is right. Create a team volunteering league.
You and your employees will not only be doing a good deed, but
they'll get to know each other better. 25. 3. Use theme days to
your advantage Theme days are a great way for people to get to know
each other and be more excited about coming to work. Have a food
theme day. Everyone will be responsible for cooking or bringing in
a food from a certain type of cuisine, such as Mexican. If you have
a diverse office, you can have everyone bring in a meal from his or
her culture or background. Dress up for holidays. Traditional day
or festival dresses can be a good part of a dress up holidays Have
a sports theme day. Everyone can dress up as their favorite sports
hero. 26. What impact motivation creates Increases efficiency of
work. Can se quality of work. Great bonding among team, or say team
spirit. Reduce in job turnover. Optimistic environment in an
organization. Friendly atmosphere among all employees. Ultimately
profit or sales will be improved. 27. Case Study : 28. This case
study focuses on how Kelloggs motivates its people. The Kellogg
Company is the worlds leading producer of breakfast cereals. Its
products are manufactured in 18 countries and sold in more than 180
countries. For more than 100 years. Physiological needs Kelloggs
offers competitive salaries. This gives people the means to acquire
the basic needs for living. Safety needs Kelloggs values the safety
of all employees. The company is committed to providing a safe and
healthy work environment to prevent accidents. Social needs These
are associated with a feeling of belonging. Kelloggs operates
weekly group huddles. These provide informal opportunities for
employees to receive and request information on any part of the
business. 29. Self-actualisation Kelloggs provides employees with
the opportunity to take on challenging and stimulating
responsibilities. For example, the business provides the
opportunity for individuals to take ownership of projects. This
enables them to develop and improve. Kelloggs keeps a two-way
dialogue with employees through its communication programmes.
Generating ideas The Kelloggs suggestion box scheme helps to
generate ideas and improve productivity. 30. Motivational factors
flexitime, home working, part-time working and job sharing career
breaks, parental leave, time off for dependents and maternity and
paternity leave on-site gyms or subsidised access to local
facilities. Conclusion This case study illustrates the range of
different motivation measures in practice at Kelloggs. It
demonstrates that highly motivated employees can improve
efficiency, output and quality for a business.
