Lethargy at work is a common problem that has a significant impact on productivity. By addressing the factors that contribute to lethargy at work, employers build a more productive and positive work environment.
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If you’re the Boss, you know you can’t just be ‘one of the girls’ or ‘one of the lads’. But you have to be friendly if not a friend. You don’t want to be Rules Rita or Rules Roy, do you? In any case, it doesn’t work! Enjoy the video.
Continue readingToday Has Been A Good Day!
Motivating people at work is quite a difficult thing to achieve. The correct actions are simple in themselves but choosing which of the vast range of possible actions to implement, is complicated. The right action depends on the organization culture, the work content, the individual’s aspirations and, of course, the desired behaviour. One thing I do recommend, however, is a daily note of achievement.
Continue readingA New Book – Not Called ‘Getting Stuff Done’
My first book ‘The Manager’s Guide to Conducting Interviews’ is seven years old now! It seemed like a good idea to write the next one. Sufficient time has passed to erase the memory of the excruciation pain of creating a new book. The blank page, the flashing cursor, the ticking clock and the rumble of approaching deadlines. But as Douglas Adams said “I love deadlines. I like the whooshing sound they make as they fly by” – with apologies to my future Editor!
Continue readingA Day In The Life
A survey of motivation management at the UK Division of US Jan We interviewed the UK CEO to find out his views. What is your view of the people that work for you? Our people are our greatest asset. There are a few backsliders, there always are. I care about everyone so we never act hastily. A good bunch and I always tell them that. How do you reward people who shine? Our HR department has a highflyers’ programme – the HFPs. Our HR manager always picks them. I know the choice is right because a lot are headhunted soon after completing the programme. Do you have any other reward schemes? Yes. The bonuses are good. I do not just give that away you understand, I have to get value for money. Sadly, it seems that our people are not prepared to put in that extra effort to make the bonus. All I hear from our Ops manager is a constant string of excuses.
Continue readingThe Inspirational Art Of Motivation Management
There is a world of difference between the “administration of things” and the “management of people”. Managing people is about the management of people’s motivation, to make them more willing to behave in a way that supports the organization. It is about the performance of the organization. Good motivation management changes the business relationship between employees and employer. It changes it from doing as little as possible for the pay, to the person wanting to do as much as possible. Of course, people come in all shapes and sizes, all varieties of willingness. It is true that an unwilling person can be made willing through good management. Sadly, the reverse is also true and much more prevalent.
Continue readingWhat Are You Doing?
Whatever your job, solopreneur or employee, you only have 24 hours a day to achieve something. I’ve had line management jobs where finding the time for a bathroom break is a major issue! I know there are plenty of people in that same situation today. When we talk about our time, what we really mean is what we get done in that time. Time management is about managing your personal energy and working as effectively as possible. That 24 hours is all you have to work, rest and play. You do need time to recharge your personal energy through sleep, through personal relationships and a change of scenery helps sometimes. Are you one of those people working regular 70 hour weeks? I understand why you do it. There is always more to do and in today’s economic climate it takes much more work to get a sale.
Continue readingA Higher ROI
The Board, and the Chief Executive in particular, are aware that the shareholders would prefer a higher return on their investment, everything else being equal. The route to enhanced returns in the long term is through raising the operating profit from a given turnover. I’ve published much about ways to reduce input costs, overheads, and of the ideas behind making people more willing to work toward your goals. Improving people’s performance, in the long term, is a difficult management challenge. It is very easy to establish and incentivise SMART (specific, measurable, achievable, realistic and time bound) goals and make people work toward them. Do you think you can create an incentive scheme that will cover all eventualities?
Continue readingLet them eat cake
I contribute to discussions on LinkedIn. A recent discussion asked for opinions on the best strategy to develop engaged staff. Opinions poured in on successful practices so I thought I would add mine. My management style is one of pointing the way, not taking you blindfolded to the destination. I hope my words make you think and form your own questions rather than lay down a heavy tome of “facts”. I want to point you to learning. It’s a coaching style in the main. If I have learnt one thing, in my scientific research of people’s behaviour at work and 46 years of honing that knowledge, it is that what is obvious, is always more subtle and layered where people are concerned. I pitched into the discussion and described a successful action that helped to build the momentum of behaviour change and added to the excitement that something different was happening.
Continue readingPeople Work For People They Like
People work for people they like, and respect, so go and say hello to them Note “like and respect” does not always mean “makes me happy”. People are very sensible about what needs to be done to keep an organization effective. It isn’t always possible to physically visit and meet employees. In that case do some one-to-one communication, by phone or video.
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