Incentive - June 2008 - (Page 32)

ALL FOR ONE this really has down the road,” he says, explaining that the council gives him the opportunity to prove his worth as a potential leader or change agent. “It’s motivating for me because I see that as having value into the future of my own professional development.” For years, companies have dangled in front of employees everything from lapel pins and coffee mugs to cars and cash to motivate their performance. Now, some employers are taking advantage of the depressed economy to test motivational strategies that energize workers and help those stuck in neutral perform at optimal levels while earning respect and loyalty. Besides forming the president’s council, employees in the development of our organization,” says Elsey, adding that these forums also make it easier to roll out organizational changes. “It’s very exciting to see how some folks will step up, be engaged, be very motivated to work some of the ideas.” Money Isn’t Everything companies still In down times, many cling to traditional motivators like cash. While that’s effective, real talent looks beyond the green. Opportunities for personal growth and professional development are huge motivators, says Kurt Weyerhauser, managing partner at Kensington Stone Associates, an executive search firm in Irvine, Calif. English Channel in record time,” Weyerhauser says. “But once he’s ready to swim, his legs are tied together and one arm is tied behind his back. How frustrated would a champion swimmer be in that scenario?” Another approach is for employers to show workers the link between achieving company goals and their own personal goals. Start the process by asking employees why they’re working, says Steve Chandler, a business consultant in Gilbert, Ariz., and author of 100 Ways to Motivate Others: How great leaders can produce insane results without driving people crazy. Besides paying household bills, maybe the employee is also saving for her daughter’s college education. Her boss can then motivate her to expand her skills, knowledge or experiences so she can receive higher bonuses, more raises or promotions, and build her daughter’s college fund even faster than anticipated. “Integrate their professional goals with their life goals so they really know why they’re coming to work,” Chandler explains. “Help them use the company to get what they want in life instead of being disconnected from the company.” “It’s very exciting to see how some folks will step Break the Rules In good times or bad, employers use up, be engaged, be very motivated to work.” small gifts to inspire and motivate work–John Elsey, ESI International ESI’s Elsey also conducts employee town hall meetings each quarter. He provides company updates and fields questions about the company’s status, business opportunities and ongoing challenges. Employees based in other locations are invited to phone in for live chat sessions. The strategy offers plenty of employee perks. They feel a sense of ownership and appreciate the opportunity to shine. After all, how many company presidents ever asked their opinion? He says they also find it very rewarding to learn more about how their company operates as well as how their efforts contribute to its bottom line. “The sluggish economy gives us a unique opportunity to further engage our He believes bigger and better titles or salaries are often meaningless unless they’re accompanied by mentoring and experience-gathering opportunities that strengthen employees’ skills and improve their overall marketability. Consider offering employees interesting and difficult challenges—and here’s the most important part—with the authority to make decisions and control over resources needed to perform their job. That doesn’t always happen. Weyerhauser says nothing frustrates and de-motivates employees more than spending valuable time battling bureaucratic roadblocks. “It’s kind of like hiring someone because he claims he can swim the ers. But there’s one form of recognition that’s highly motivating, doesn’t cost a single penny, yet few companies use: executive praise. Consider Cargill Inc., a global provider of food, agricultural and risk-management products and services. During senior staff meetings, executives periodically write thank-you cards to employees for their efforts, says Christi Gibson, executive director of Recognition Professionals International (RPI) in Naperville, Ill. Cargill received RPI’s 2008 overall award for best practices in employee recognition. “Cargill acknowledges people in a way that’s meaningful and motivational,” says Gibson, adding that the company’s senior executives believe this strategy partly contributed to its sales growth from $54 million in 2003 to $88 million in 2007. 32 | Incentive | June 2008 | incentivemag.com http://incentivemag.com

Table of Contents Feed for the Digital Edition of Incentive - June 2008

Incentive - June 2008 Contents Editor’s Note In The News Cover Story: Seventh Annual Industry Roundtable Incentive Interview Case Study Soft Incentives Empowerment and Engagement The Incentive Career Incentive Primer Travel News: Where To Go and What To Do The Cook Islands Field Report: Bermuda Potentials: Here and Now 50 Top Motivators: The Best of the Best Electronics: High-end Audio Equipment Gift Cards: Should One Be Enough? Advertiser Index Off The Cuff

Incentive - June 2008

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