Leaders Guidance

Why We Need Motivation ? Lack of reason we need motivation…. Survey says 37% of executives say that motivating their employee is the toughest job. Few % of employees resign their job, why ?

Give Reward as a Punishment Most manager use it to induce a desire behavior by blending demand with punishments. but this idea works in simple straight task not for the difficult ones.

Money 90% of owner thinks that employees leave for more money, but few % employees go for a better knowledge. Money is a big source of motivation, but sometimes if owner pays enough, then incentive comes into play.

How Motivation Helps Employee ? It helps to develop their skills and talents through intervention at individual or group level. standing against all odds and protecting your people and your organization. Increase higher morale Performance productivity

What Things Motivate People ? Self-determination Dedication superiority

Guiding Points

Praise from Managers Use weekdone tool to know employee current status and tasks Give transparent feedback

More Attention from Leader Only 37% of employee are well informed of their company’s goals and strategies . Give people purpose by explaining the bigger picture.

Take Responsibility give freedom to take their decision. Give opportunity to their decision. Give them more demanding task.

Cash Bonuses Properly structured incentive programs can increase employee performance. Reward goal has to be realistic and at the same time challenging. Make sure reward system is reviewed.

Pay Raises Discuss the amount and term with employee before hand. Raise should be around 10 % to make an impact.

Advantages Provides strong motivation and reward for the leader. Leaders and groups act as one unit. It permits quick decision making. Employee are given relative autonomy to work. It gives good results when one is dealing with unskilled employees.

Disadvantages Most people dislike it, don’t show autonomy to work. Frustration, dissatisfaction and fear develop easily . Employees do not involve their “self” in the organizational activities. The assumption that people have skill and will help organizational effort may not be always correct.

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