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How to Motivate Employees - Tips and Tools You Can Use Today

 

Comments (6)

benidad
benidad said:
Great article and I must say am a bit guilty since I have used some of the above techniques in my bid to get the work done and as pointed out, it has never worked well. I will change my style and see the outcomes.
9/26/2014
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 · Tim Eisenhauer likes this.
 
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adrian clarke
adrian clarke said:
An interesting article that is well written and thoughtful. For me engagement can flow from culture. If the culture of the workplace is poor then engagement will also be. Create a working environment with a positive, inclusive and respectful culture and employees feel ownership of their work and working environment.
In short they do not just go through the motions until clocking off but they take a genuine interest.
But culture takes effort right from the very top. Tick boxing on culture will soon be found out and the culture perceived as false. Culture and indeed values need to be constantly demonstrated and practiced by all with senior management taking the lead.
Listen to you employees as they have the day to day knowledge of their work and working environment and how it can be improved but ensure they are heard. There is a huge difference between listening and hearing and acting on what is being said.
Openness and honesty will not always deliver what you employees want to hear but in the long run delivering the messages both good and bad will engender trust and engagement.
Communication and people skills are key. Just because someone is senior within the organisation they might not be the best skilled to deliver on this so don't be afraid to use skills of others, it is not being undermined but recognising the skills of others and utilising them.
10/2/2014
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 · Tim Eisenhauer likes this.
 
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timeisenhauer
Adrian, thanks for your comment. You hit a lot of topics right on point. Culture is often a difficult pill to swallow for many companies. They either get it right, or it comes off as being fake. Most of the time, if you just be real with your employees and treat them with respect, they're going to tell you what's going on. For many companies, "walking the talk" is the hardest thing to do. Build trust first. In the long run, it's the only thing that actually works with people. Trust doesn't automatically make people want to work for you, but it makes it possible for them to focus on all the things that do matter, like goals, relationships, service, etc.
11/6/2014
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Tiffany
Tiffany said:
This is one of the toughest part about my position because I do not have much control over the implementation of engagement initiatives. My company & management has done every single horrible example you describe. So one of the ways that I try to keep my pulse on the true levels of engagement is to check in with key managers and simply ask how they're doing & how can I help. I also created a newsletter for my region that highlights advice and HR initiatives so that everyone is on the same page & the info is transparent as well as doesn't get lost in translation. I'm personally engaged not because I like the company but more so because I love HR and it's great to do what you love even if it's not in the best setting. Thanks for the link to this great article!
12/7/2014
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timeisenhauer
Hi Tiffany, thanks for your input. Checking in and asking people how they are doing is the first step. Good job on that! The newsletter is also a good thing, as long as employees know it exists, they get value from it, and it's easily accessible. Are you publishing it on your intranet? Can they ask questions in a transparent way that everyone else can see the questions and chime in with their own? Loving your job is one thing. Loving the company you work for is another. Knowing that you can contribute, that you will be heard, and that your contributions actually matter is the first step to engagement. And sometimes these things are out of your hands. Keep your head up and keep up the good work you are doing. It will pay off at some point in your bright future.
1/22/2015
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Jennifer Leake
Tim, great recap of common wrong actions and thinking in employee engagement. I would add an addendum to your Employee Engagement survey one. "Doing an employee engagement survey improves employee engagement."

I am often called into companies for two main reasons: 1)They have done this monstrous engagement survey, spending hours and months analyzing the data ... and never getting around to taking action to make anything change. 2) HR professionals report they see the need but have a challenge getting leadership to understand and buy into it.
3/5/2015
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