Boost Employee Morale and Motivation
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Recognition Practices Inventory for Leaders / Managers
Developed by Bob Nelson, Ph.D, the leading consultant on employee motivation and author of the best selling book 1001 Ways to Reward Employees!
Three new tools to survey employees, develop managers, and help implement more effective motivational practices! This inventory measures the perceived importance and frequency managers place on a variety of actual and potential employee recognition behaviors, practices, and activities in the workplace.
With the results of this assessment you can create a baseline of values and perceptions that can serve as a key starting point for improving and implementing this important motivational toolârewards and recognition. Individual managers receive feedback reports with comparison data, and suggestions for improving motivation through more effective recognition practices.
A Pack of 5 Recognition Practices Inventories for Leaders /Managers/ Code...5RPIM/ $49.75
Recognition Practices Inventory
Your employees determine the motivation reality in your organization. Move from subjective feelings to objective analysis of actual behavioral practices with this complement to the Recognition Practices Inventory for Leaders (see description above).
The results of this inventory provide the reality as to what employees prefer and perceive regarding recognition behaviors of their managers. It allows you to identify and prioritize gaps between what employees want from their leaders and what they get.
Pack of 5 Recognition Practices Inventories/ Code 5RPIE/ $49.75
Organizational Recognition Assessment for Managers
Studies show that recognizing employees for their good work is one of the most effective ways to motivate them. So why don't more managers say âthank youâ or give praise?
This assessment measures beliefs and expectations, past and current experiences, and organizational variables that influence your managers' use of recognition.
It will help your organization clarify why your managers use or don't use recognition and help your managers better understand their strengths and weaknesses in this often-overlooked area.
Create a baseline for creating and sustaining a culture of recognition
The 54-statement, self-scoring assessment provides feedback in six dimensions that have a significant influence on why managers use or donât use recognition:
- Impact on performance
- Beliefs about recognition
- Ability to do recognition
- Passion for recognition
- Organizational support for recognition
- Organizational context for recognition
Includes examples and exercises for applying the information in the real world to motivate employees, increase their performance, provide practical feedback, make it easier for them to get the work doneâand build a more positive and productive work environment.
Use Organizational Recognition Assessment for Managers in a group or individually. Either way, you'll foster the skills that will inspire even the most difficult employees to do their best.
A Pack of 5 Organizational Recognition Assessment for Managers / $49.75
CommUnicate! The Program to Boost Employee Morale with Continuous Communication and Education
Research indicates that the number one cause of conflict and low morale at work is the way people communicate with each other, and particularly the way managers communicate with their direct reports. This innovative program provides simple, low cost yet powerful solution to this performance and morale problem.
CommUnicate! is a program of continuous morale-boosting communication and education for all employees. It delivers behavior-changing messages containing powerful ideas and techniques that help people think, feel, and perform better at work. It's a program to boost morale, change the culture and create shared knowledge and values at work.
CommUnicate! Notes series consists of 30 powerful articles with performance boosting tips and tools people can immediately implement to change the way they work, communicate, and relate to each other and the organization. You can use them either weekly or twice a month to cover a whole year. You receive the 30 CommUnicate articles in an MS Word file to reproduce and distribute them in your training sessions or meetings, post on your Intranet, or publish in your company publications in a special column you can call 'CommUnicate!'
Each CommUnicate! article covers a key practice, technique or idea at work. The topics covered include: How to communicate to resolve conflict; Three ways to listen effectively; Participating in more productive meetings; Ways to work together as a team; Harnessing your emotional intelligence at work; Setting goals for people to achieve; Igniting creativity at work; Working effectively in a culture of diversity; Building teams that care and accomplish; Creating community at work; Communicating to create commitment; Ways to coach without criticism,..and many more. Order online for $169
You will get 30 inspiring and educational 'CommUnicate' messages - use two a month for a whole year plus three months - to post on your Intranet, publish as a regular column in your publication, or copy and hand-out in meetings and training sessions - to help people communicate more effectively at work for just $169.
The CommUnicate! Program can dramatically improve the quality of communication throughout your organization.
Cost: $169 - To order call 973-427-3004 . Or click below to pay online.
Smile! The new video about the bus driver Seattle is talking about - FREE PREVIEW
Reggie Wilson drives a bus in Seattle. It's a thankless job filled with stress, time pressures and difficult customers. So, why does he love it? And, why would busy people actually wait for him to serve them? Because Reggie is a happy employee who makes his customers smile!
What Does Reggie's SMILE Teach Us About Attitude and Great Customer Service?
Sincerity - Motivation - Integrity - Laughter - Enthusiasm...
These principles are the key to how Reggie keeps a positive attitude as he delivers the best service possible to his customers. He even sings about it! The SMILE! song is now a regular feature on the #27 from downtown Seattle to Coleman Park. The SMILE! video is the real thing.
Reggie Wilson is a real bus driver, and passengers really do wait for his bus. In fact, during taping, many people called to appear in the video because they wanted to support Reggie.
One woman told a very personal story about the time she was on her way home from the hospital after a chemo appointment. She was weak and yet she braved the rain, waiting an extra 20 minutes for Reggie's bus. She said that the energy he gave her and the happiness she felt that day made a big difference in her recovery. Just one of many experiences people shared during the making of SMILE!
"The video is great fun! I'm calling it FISH on a bus! I hope to take a ride on Reggie's bus sometime! But seriously, SMILE! is extending the value we got from FISH, thank you. " HR- Training, Gov't. agency
"I enjoy the program a great deal. I use it in my orientation program during that dull time after lunch. It picks everyone up and we have a great time. Reggie is such an engaging character that it's almost impossible not to get involved with the video. By the time I have people moving their chairs and singing, they are ready to meet Reggie. We set up the chairs in rows with an aisle- just like a bus- and we sing along. I think the concepts are clear and clearly presented. Oh, and we all wear the SMILE! buttons, too!" Candy Gusst, Director, Training, Beneficial Savings Bank
I did the training yesterday with a mixed group of frontline employees. The video was a hit. Group discussions revolved around people taking responsibility for their own attitudes. I would say that the main learning point, for this group, was that they have control over how their day goes. This was a novel idea for many of them. I was happy to see some lights go on." Daphne Wright, Director- Training and Education, South Georgia Medical Center
The SMILE! training package includes: 1 - 12 minute video 1 - 25 page Facilitator's Guide complete with large group and small group exercises, participant sheets (reproducible) and background articles about the Inside-Out Model for Customer Service, creating joy at work and the value of laughter at work. 10 - Buttons (just like Reggie's SMILE sign)
FREE PREVIEW: Request to preview this video FREE by emailing us your business/ department contacts to:
PURCHASE CORPORATE $595.00 PURCHASE GOVERNMENT $535.00
PURCHASE FOR NONPROFIT AND EDUCATION $446.25
5-Day RENTAL $250.00
For a FREE preview call: 1-973-427-3004
What People Need To Be Happy At Work
"We act as though comfort and luxury were the chief requirements of life, when all that we need to make us happy is something to be enthusiastic about."
- Albert Einstein
We know from experience that there is a lot of truth to Einsteinâs insightful observation. We are the happiest when we are doing something truly exciting or deeply meaningful to us. It follows that if you want to lead a happier work-life for yourself and for those working under your leadership, you need to create the condition where people become excited about working. Itâs important to recognize that a happier work-life is not just better for employees, but for the organization as well, as it means higher productivity and morale, and lower turn-over rate therefore lower workforce cost.
But how can you create enthusiasm about work? There are two key conditions that must be met to achieve this.
People canât excel in something they donât have an interest in. So the first step is to âhire rightâ by selecting the right person for each position and each project right at the start. If a person has achieved great things in the past in a particular field, itâs likely that he or she is excited about this field and would achieve more in it. - If a person on your team is totally mismatched to the job, itâs better for everyone to try to re-assign that person to a job more appropriate for them inside the department or the organization if possible, or outside if necessary.
The other important condition necessary for people to become enthusiastic about work is for them to have as much freedom to do it their way as possible, as long as they are accountable for final results. This provides people the opportunity to express themselves more fully, and to create themselves through their work. Few managers grasp the power of this approach. But those who do reap the win-win benefit of achieving happiness and fulfillment for staff and great results for the organization.
Â© Content For Communicators. You can get the right to publish this and many other inspiring articles, ideas, and cartoons in your print or electronic publications by subscribing to Content For Communicators for just $149
How to Motivate Your Boss
Almost all writings on motivation are designed to give the manager techniques to motivate staff. It was assumed that motivation was a one-way street that runs from top to bottom.
The same thing used to be thought of communication, until someone discovered that it was a two-way street. New management thinking says that employees should be concerned about motivating their bosses, and should not take a passive role toward this issue.
But how do you motivate your boss? Here are some of the most effective ways:
- TAKE THE INITIATIVE: Don't wait for your boss to "give" you work. Find out what needs to be done and suggest to your boss that you do it.
- GENERATE NEW IDEAS: Think of better ways to do the work in your area and outside of your area too, and tell your boss about it.
- OFFER YOUR HELP: Your boss needs your support and help. Show her that you're there to provide full support.
- ASK YOUR BOSS TO DELEGATE: Your boss might not be aware that you are ready to assume more responsibilities and take on new challenges. Ask the boss to delegate responsibilities you think you can take on.
- OFFER SOLUTIONS: Don't limit your contacts with the boss to the times you bring up a problem or a request for help. Bosses need to hear solutions, not just problems.
- OFFER COMPLIMENTS: The boss is human. She needs to receive compliments when she does something truly outstanding, or when she helps you in a positive way. Don't worry that it might sound insincere. Compliments, done in good taste and for a good reason, are always appreciated as long as you don't over do it.
- SHOW COMMITMENT: It's important for the boss to know that you care about your work, about the organization, and about the boss. Show that you care, in words and in action. Go out of your way to provide good service and promote the company, and the department's name.
- STAY POSITIVE: Employees who talk and act in a negative way can depress people around them, including the boss. It's important for your own mental health and for that of others that you are positive and enthusiastic. Try saying "Thank God It's Monday" instead of the usual "Friday" reference. But it's a matter of your general attitude, not just what you say.
(c) You can get the right to publish this often requested article and many others that educate and motivate in your company publications, Intranet, or training materials by subscribing to Content for Communicators for just $149 a year
I love getting out of bed in the morning and coming to work: Best Practices in Motivation
"I love getting out of bed in the morning and coming to work." How many of us can utter that phrase without collapsing into a fit of sarcastic laughter? That is how Michelle Gillan started her July 2003 cover story of Successful Meetings magazine, a publication for event and meeting planning professionals. The article talks to meeting planners at seven of Fortune magazineâs "100 Best Companies to Work for in America" to learn from them the best practices that motivate their employees. Here are some of the best ideas from three of these Best Companies.
At The Container Store, Kelly Vrtis, who admits, "I love getting out of bed in the morning and coming to work" cites several reasons for this. "The company makes a very intense effort to only hire great people. You can't help but feel special and proud, knowing youâre surrounded by the best, most talented individuals in the business," she says. Handwritten notes from our founder after a job well done only serve to reinforce those feelings of distinction and pride, she adds.
More over, we are not on a need-to-know basis. We are informed about everything going on, which puts everyone on the same page, and really gives us all a sense of ownership in the company. The Container Store holds the number-two position on the Fortune list.
Xilinx, a San Jose maker of semiconductors, holds the number-four position on Fortuneâs list, and adheres to a no-layoff policy that spared many employees during the tech downturn. This meant a 6-percent pay cut for most employees, and a 20% cut of the CEO's salary. This proved that the core values of teamwork and respect are not just talk.
At Cisco Systems, planner Michele Snock describes CEO John Chambers as someone who has 'zero ego.' Once a month he sits down for breakfast with employees who are celebrating a birthday. "You get to ask him anything you want," says Snock. There are many other ways in which managers recognize employees. "I give everyone in my department the option of working from home one day a week," says Snock. Also, the Cisco Appreciation Awards lets managers reward exceptional employees with a $1000 check. Snock calculates that sheâs handed out $6,000 worth of Cisco's money over the past 12 months.
(c) Thank God It's Monday newsletter from Communication Ideas. Register below to get it free.
Ten Ideas for Employee Appreciation Day
According to the Recognition Professionals International (RPI) association, Employee Appreciation Day was created in1995. A Recognition Professionals International’s founding Board member, together with his publishing company, Workman Publishing, created Employee Appreciation Day as a way of focusing the attention of all employers, in all industries on employee recognition. It is always the first Friday in March. (Don’t worry if you missed the day, the entire month of March is Employee Spirit Month.) Research shows that employee recognition is more powerful than any other motivator. Cash bonuses are spent on bills and many perks are soon forgotten. The association offers many ideas for recognizing employees, of which we selected the following:
1. Ask employees for ideas on the ways they prefer to be appreciated and recognized. Have a team of employees take responsibility for this.
2. Ask employees to write down six ways they would like to be rewarded with the condition that half the ideas need to be low cost or no cost.
3. Schedule lunch dates with employees. Give them an opportunity to select the luncheon site, and use the time to simply listen to them and get to know them better. End by showing appreciation for them as persons.
4. Give a gift certificate entitling an employee to lunch with you or another mentor of his/her choosing for the purpose of being coached on one or more topics.
5. Give a series of On your mark-get set-GO cards that employees can redeem at their discretion. For example: Leave work early, or arrive late, one day to attend to a personal matter.
6. If an employee stays late/goes above and beyond to complete a project, send the employee and his/her partner to a nice dinner.
7. Purchase or create a company “toy” your employees would most enjoy; a cappuccino machine, dart board, volleyball court, exercise room.
8. Enable employees to attend a training program of their own choosing inside or outside the organization or online.
9. Offer a free lunch where managers serve the food. Employee love to see their managers serve them.
10. Throw a big celebration party or event with managers and employees presenting their talent in a fun atmosphere.
How to Effectively Recognize and Praise Employees
Praise to the human being is what sunshine and rain are to the flower.
The value of recognition and praise has been acknowledged by many. Mark Twain said, "I can live for two months on a good compliment." John Masefield said, "Once in a century a man may be ruined or made insufferable by praise. But surely once a minute something generous dies for want of it."
But even when managers recognize the importance of recognition and praise, many do not know how to do deliver it effectively. Praise can have its pitfalls.
In communicating praise effectively, four conditions should be met.
1. When praising someone, you should be sincere. Insincere praise is worse than no praise at all. Insincere praise insults the receiver, cheapens the speaker's comments and causes the loss of credibility.
2. Give praise in a timely fashion. "Better late than never" does not apply here. As soon as you recognize something praiseworthy, communicate your praise.
3. Praise should be based on specifics. That gives your words more substance, and enforces the outcomes you want to nurture. "Your report was effective and to the point" is much better than "You're a great person."
4. Communicate your praise in public. Recognizing a person in the presence of his/her peers gives the praise more impact, and encourages others to do better.
The above article is one of thiry CommUnicate articles you can get to use in your company publication, intranet, or as meetings/ training handouts when you subscribe to CommUnicate for $169.00
You can get 30 inspiring and educational 'CommUnicate' messages like this - use two a month for a whole year - to post on your Intranet, publish as a regular column in your publication, or copy and hand-out in meetings and training sessions - to help people communicate more effectively at work for just $169.
The CommUnicate! Program can improve the quality of communication throughout your organization.
Raise Employee Morale and Motivation
Are you concerned about low employee morale, high turn-over, the rumor mill, internal strife and conflict, union grievances, a negative or destructive corporate culture?
For any or all of the above challenges, you now have a powerful, ready-to-launch program that will guide you every step of the change process, from planning and initiating to employee engagement, communication, and training.
Off-the-Shelf Workshop to Inspire and Energize Your Team, or the Entire Organization
RelationShifts is a transformational training experience that changes the way employees view their job and relate to their colleagues and the organization. The training builds a sense of ownership of one's work and shows managers and staff alike a more effective and liberating way of working together to achieve extraordinary results:
- It is a highly inspiring, deep discovery, passion-filled half-day or full-day session that goes beyond traditional motivational / team buliding training.
- It is an opportunity to understand, accept, and create significant change in employee relations, the team and the organization.
- It is an invitation to experience and adopt a different Mental Model for doing business in a Not-As-Usual way to create extraordinary business results.
- It is an introduction of a new way of communicating and working in a positive, emotionally intelligent manner that creates collaboration and commitment.
Click here for more information on this unique training experience
Managing by Motivation Trainer's Guide & Assessment
This instrument is a stimulating new addition to existing supervisory and management development workshops on change, teams, and leadership. The 20-item questionnaire can be completed and self-scored in 15 minutes, and includes brief and insightful interpretive material. A companion Trainer's Guide includes training designs, a lecturette, norms, and references. The result is a complete program of assessment, training, discussions, and development of your managers and supervisors.
Increase management effectiveness through improved motivation skills. This proven instrument is based on the classic motivation theories of Maslow and Herzberg which identify motivating factors in terms of an individual's security, social, self-esteem, and self-actualization needs. Managers will learn to understand their own motivations as well as take into account employees' motivations as they relate to performance and change issues.
Managing by Motivation teaches leaders and managers how to capitalize on employees' natural motivators rather than focusing on external motivators that are less relevant to them.
Managing by Motivation Trainer's Guide with one Questionnaire $24.95
A Set of Addional 5 Questionnaires $37.50
Are You Among the 55% of U.S. Employees Who Are Unhappy at Work?
Managers know that more than half of their staff are unhappy at work, but they wouldnât do anything about it.
Thatâs what a new study by the consulting firm Towers Perrin has uncovered. (Potentials magazine, April 2003) Why wouldnât the managers address the issue? Because they donât know why employees are unhappy. In the same study, 45% of employees said they would leave for another job when the economy improves.
Other studies have shown that an unhappy employee will most likely create an unhappy experience for the customer. According to an Employee Benefits Conference statistics reported in the US News & World Report, 68% of customers stop coming to a place of business because of a negative attitude or indifference towards them by employees. So managers who are not addressing employee unhappiness are indirectly causing their business to lose customers.
But what makes employees unhappy? And what can managers do about it? The biggest cause of employee unhappiness? A lack of recognition for employeesâ ideas, performance, and contributions. âWhat managers get wrong is that employees need to feel connected and competent in their work,â says David Rhodes, a Towers Perrin principal. âManagers who focus on doing things that give employees a sense that theyâre important and that their ideas are being listened to, seem to have the most powerful work environment,â he adds.
But even when managers recognize the importance of recognition and praise, many do not know how to do deliver it effectively. Read below for help.
How to Instill Enthusiasm in People at Work
"Nothing great was ever achieved without enthusiasm," said Emerson.
But how can you instill enthusiasm in people so that they can create great things? You can't send a memo to everyone demanding that they must have enthusiasm. And it wouldnât do any good to just explain Emerson's idea that nothing great was ever achieved without enthusiasm. People can not be forced to be enthusiastic. So how can you create a workplace where enthusiasm is natural and continuously replenished in people's hearts and souls?
The enthusiasm that drives people to achieve great things can only occur in the hearts of people who 'own' what they do, and feel that it's 'their' project, 'their' challenge, and 'their' dream. If you give people someone else's dream, tell them exactly what they must do, and show them exactly how to do it, there is nothing left for them to create or feel enthusiastic about. They lose interest because they know that when they succeed it's your method that gets the credit, not their ingenuity. They have nothing much to contribute except just 'following instructions.'
The way to instill the kind of lasting enthusiasm that enables people to overcome negativity, meet the challenges of change, and achieve great things is simple: Give people as much freedom to own, shape, and create their work as possible.
The above article is one of 30 "CommUnicate" articles you can get to use in your company publication, intranet, or as meetings/ training handouts when you order CommUnicate for : $129.00
Michael Is the Kind of Guy You Love to Hate
Michael is the kind of guy you love to hate. He is always in a good mood and always has something positive to say. When someone would ask him how he was doing, would reply, "If I were any better, I would be twins!" He was a natural motivator. If an employee was having a bad day, Michael was there telling the employee how to look on the positive side of the situation. Seeing this style really made me curious, so one day I went up to Michael and asked him, "I don't get it! You can't be a positive person all of the time. How do you do it?"
Michael replied, "Each morning I wake up and say to myself, you have two choices today. You can choose to be in a good mood or ... you can choose to be in a bad mood. I choose to be in a good mood. Each time something bad happens, I can choose to be a victim or...I can choose to learn from it. I choose to learn from it. Every time someone comes to me complaining, I can choose to accept their complaining or... I can point out the positive side of life. I choose the positive side of life.
"Yeah, right, it's not that easy," I protested. "Yes, it is," Michael said. "Life is all about choices. When you cut away all the junk, every situation is a choice. You choose how you react to situations. You choose how people affect your mood. You choose to be in a good mood or bad mood. The bottom line: It's your choice how you live your life. I reflected on what Michael said. Soon thereafter, I left the Tower Cable company to start my own business. We lost touch, but I often thought about him when I made a choice about life instead of reacting to it.
Several years later, I heard that Michael was involved in a serious accident at work where he fell on his back from a high cable tower. After 18 hours of surgery and weeks of intensive care, Michael was released from the hospital with rods placed in his back. I saw Michael about six months after the accident. When I asked him how he was, he replied. "If I were any better, I'd be twins. Wanna see my scars?" I declined to see his wounds, but I did ask him what had gone through his mind as the accident took place.
"The first thing that went through my mind was the well-being of my soon to be born daughter," Michael replied. "Then, as I lay on the ground, I remembered that I had two choices: I could choose to live or... I could choose to die. I chose to live." "Weren't you scared? Did you lose consciousness?" I asked. Michael continued, "...the paramedics were great. They kept telling me I was going to be fine. But when they wheeled me into the ER and I saw the expressions on the faces of the doctors and nurses, I got really scared. In their eyes, I read "he's a dead man. I knew I needed to take action."
"What did you do?" I asked. "Well, there was a big burly nurse shouting questions at me," said Michael. "She asked if I was allergic to anything. "Yes, I replied." The doctors and nurses stopped working as they waited for my reply. I took a deep breath and yelled, "Gravity." Over their laughter, I told them, "I am choosing to live. Operate on me as if I am alive, not dead.
"Michael lived, thanks to the skill of his doctors, but also because of his amazing attitude. I learned from him that every day we have the choice to live fully. Attitude, after all, is everything. Therefore do not worry about tomorrow, for tomorrow will worry about itself. Each day has enough trouble of its own. After all today is the tomorrow you worried about yesterday.
You have two choices now: 1. Ignore this.
2. Forward it to the people you care about as a way of inspiring and supporting them.
Enjoy each day, each breath, and mostly---each and every friend.
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Not Too Late for New Year's Resolutions
Every new year, every new day, is a great opportunity for a new you. Starting fresh with big expectations is exciting. Humans cannot live without hope, and every new day creates an opportunity for hope. Hope for the soul is like water for a flower.
Having hope means you have confidence in your ability to create a better future. This self-confidence is a sign of higher emotional intelligence, which proved to be a better predictor of success than I.Q. Emotionally intelligent people can only be hopeful and optimistic about the future and their ability to shape it. They cannot be pessimistic or negative.
Having hope is an active feeling of enthusiasm and energy. It makes it possible for you to get excited about new ideas you dream, new projects you start, and new people you get to know. It makes it possible for you to keep renewing life as you live every moment of it. You cannot start making a positive impact on anything or anyone unless you believe that creating a more positive experience of the world is a real possibility.
In this New Year, this new day, open your mind to new ideas, your heart to new feelings and your arms to new people. Plan to go places you haven't visited. Try a thing or two or learn a new thing or two. Knowledge cannot come from reading alone. You only get information from reading. But true knowledge comes from experience. What new experiences will you offer yourself this year?
Having hope is to believe with Robert Browning that "a man's reach should exceed his grasp, or what's a heaven for?" Have a vision and look up to see it and achieve it. And on your way, learn a lot, laugh a lot, and love a lot. All what you need to be happy in life is something to do, something to love, and something to hope for.
© 2011 HumaNext. This article is part of our Content for Communicators service. Add high value and interest to your publications: Get 12 volumes of articles and cartoons to publish in your print or electronic publications for $129.00