Mailing Systems Technology - March/April 2009 - (Page 8)

Real Life Management Research has led to the development of what some have called the “Greatest Management Principle in the World” — you get what you reward. Sincere, regular and positive recognition and rewarding of desired behaviors is common sense — but not common practice. A recent Gallup poll of thousands of employees found that 65% claimed to have received no praise or recognition the past year! Everyone likes to be recognized and shown appreciation. William James was one of the most respected psychologists who ever lived. After a lifetime of research and practice, he concluded that most people’s greatest need is the need for appreciation. Ongoing recognition and praise makes a person feel appreciated, important and stimulates the intrinsic motivation to excel. On the other hand, a recent survey by Robert Half Associates showed that the number-one reason for leaving a company was “limited recognition and praise. ” There are specific actions we can take to improve our recognition practices. Following are the “Top Ten Ways to Motivate Employees” (adopted from recognition expert Bob Nelson’s latest book entitled Motivating Today’s Employees): 1) Provide Personal Thanks. Mark Twain said that, “He could go two months on just one compliment. JRR Tolkien was quoted as ” saying, “Kind words cost little, but are worth much. A landmark re” search study showed the number one thing that employees wanted was “full appreciation for work done. ” 2) Make Time for Employees. What kind of message do we send when we meet with and listen to employees? That we care. John Maxwell captures the importance when he says, “People don’t care how much we know until they know how much we care. ” 3) Provide Specific Feedback. Employees want to know how they are personally doing and how the department and organization are doing. Also, catch people doing things right, and thank them! 4) Create an Open (and Fun) Environment. Having an open, fun and trusting environment helps build a sense of camaraderie and encourages new ideas and innovation. With Wes Friesen Recognition — The Missing Ingredient to Great Results 5) Provide Information. If we don’t provide information, a vacuum is created which is filled by the “rumor mill” — which is invariably negative. The three keys to being a great manager are “communication, communication and communication, according to the heralded ” CEO of Portland General, Peggy Fowler. 6) Involve Employees in Decisions. Involving employees in decisions that impact them results in better quality decisions. 7) Reward High Performers. Promoting and rewarding people based on their performance (not politics) sends the right signals. Also, dealing with poor performers so they improve or leave strengthens the team and really helps morale. 8) Develop a Sense of Ownership. Provide employees a sense of ownership in their work and in their work environment. 9) Give Chances to Grow and Learn. Most employees desire to grow and learn — and helping them recognizes their contributions and potential. 10) Celebrate Successes. Taking the time to celebrate the successes of individuals, the team and the organization builds morale and the motivation to strive for future successes. Many of us have good intentions to show more recognition — but often fall short. The ideas listed above are just a few ways to help build recognition into our regular routines. As Saint Paul said, “Give everyone what you owe him … if respect, then respect; if honor, then honor” (Romans 13:7). Good luck to you as you recognize your employees and let them know how much you appreciate them! a Wes Friesen, CMDSM, EMCM, MQC, ICP CCM,CMA, CM, CFM, , APP PHR, is the Manager of Revenue Collection & Community , Offices for Portland General Electric, a utility in Portland, Oregon that serves over 810,000 customers. Wes can be contacted at wes.friesen@pgn.com. Recent Gallup research found that individuals who receive regular recognition and praise: • increase their individual productivity • increase engagement among their colleagues • are more likely to stay with their organization • receive higher loyalty and satisfaction scores from customers • have better safety records and fewer accidents on the job 08 MARCH - APRIL 2009 a www.MailingSystemsTechnology.com http://www.MailingSystemsTechnology.com

Table of Contents for the Digital Edition of Mailing Systems Technology - March/April 2009

Mailing Systems Technology - March/April 2009
Contents
Editor’s Note
Real Life Management
Software Byte
Employing Technology
Everything IMB
Ship It
Best Practices
From the Source
The 5 Ps of a Major Purchase
A Powerful Advantage
Getting to Know Mail.XML
Managing Outbound Shipping
Save without Sacrificing Service
Reality Check
New Products
Pushing the Envelope

Mailing Systems Technology - March/April 2009

http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20180910
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20160910
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20160708
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_2015910
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_201010
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_201008
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20100506
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20100304
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20100102
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20091112
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20090910
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_200908
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20090506
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20090304
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20090102
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20081112
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20080910
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20080708
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20080506
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_20080304
http://www.nxtbook.com/nxtbooks/rbpublishing/mst_200802
http://www.nxtbookMEDIA.com