Employee Rewards

First, it is not your job to motivate them. The concept of motivation means that it is the responsibility of the people themselves motivate. Until you see it as your job to motivate them, guess what, you always have available to them by clever, creative and innovative ways to achieve this and trust me, sooner or later you will tire of encouraging those responsible. It is better that they understand that their motivation in their responsibility is not for saleas a manager. Motivation is an inside-out is not another page in ownership.

The role of a manager is only a positive motivation, validation and strengthening of the motivational climate in which employees are willing to take full responsibility for their own motivation.

After these words, when employees who need constant motivation, they either do not understand the concept, over, or you need to rethink their role in your organization.

There are twotraditional methods of motivating employees, who will be in thousands of companies used by millions of managers to motivate "their employees. They are: fear or punishment and reward or incentives. Both motivational environments are temporary and would appeal to the need to be motivated from outside to inside.

Fear motivation is falling over the punishment of any kind of withdrawal of a privilege to be on. If fear is the dominant form of motivation you or your organization is using, I willWant to bet that you live with a great deal of frustration and not to mention poor performance on the negative climate and culture. It is possible to build an immunity against your threats. And if it no longer concerns about the punishment, not simply to motivate these methods, in the long run. Fear motivation is also negative and tends to de-motivate them to achieve the opposite of what you are trying to.

Reward or incentive motivation is a lack or need of employees. The problemis, if they do not want what you are rewarding them with, guess what – it will not be a motivator. I worked with a client years ago, in which was the average annual compensation over $ 150,000 sales per employee. The president was frustrated because their potential has been in more than $ 300,000 per year. No additional incentives would improve performance, as each employee with his or her current compensation levels was satisfied. They offer bribes, bonuses or curtains in beautifulher office simply does not work, they work the harder to sell more, so that they could earn more.

There's an old proverb that says. "You can lead a horse to water but you can not drink it." You can, however, put some salt in his oats to make him a little thirsty.

The only motivation that works for the long haul turns the responsibility for the motivation of the individual. Therefore, it is called self-motivation.

This third type of motivation is based on aDevelopment of recruitment of the person. He or she can do more or better – not because they want to threaten them, or promise them the moon – but because they want to.

The central role of the manager is to hire yourself motivated employees, then motivate as little as possible on their way to or de-it.