Different Employee Incentives That Can Motivate Your Team To Perform Better

Different Employee Incentives That Can Motivate Your Team To Perform Better

An average adult’s life will mostly be composed of different challenges, situations and tasks. For most people today, there might not be a lot of variety at all. If you are having the same routine for quite some years already, you might start feeling that your work is becoming a tedious chore. This means that you are not already enjoying it but since it is allowing you to fulfil your financial responsibilities, you still continue to go to work every day.

If you currently own a business, the worst and last thing you want is for your workers to feel this way about their jobs. Building up their confidence in their ability to excel in their different roles must be your goal. Apart from that, you must also encourage them to become as valuable to the team and productive as they possibly can be. You can only accomplish this if you help them better understand how much their efforts are being appreciated by the organization. Hence, providing employee incentives must be a part of your strategy.

Why Offer Incentives

Your employees will be inspired to practice self-motivation – The mere knowledge that they can be rewarded if they perform better at work is crucial in motivating your employees. This will actually give them a reason to find great ways for boosting their output quality and to always assess their own performance.

Rewards can cultivate a happy workplace – Being aware that their employer will acknowledge high-performing employees, they can already feel satisfied with their employment. And this will make it a lot easier and natural for them to sustain a happy, positive atmosphere in the work environment.

Employees can represent your company much better – Productive and happy workers can be able to help possible clients and partners to see how your company can cultivate positive dynamics as well as uphold quality standards. Surely, this will lead to decisions made in your organization’s favour.

It is no doubt that rewards-based employee incentives will work as great motivators since they demonstrate how an employee can receive benefits and perks by performing at his best. Obtaining rewards will mean that the employer pays attention to good work and is happy to give credit to the members of the team.

Today, there are various incentives you might want to consider giving to your deserving employees. For instance, you can organize award presentations for those who have demonstrated excellent work. Also, you can try letting your employees to nominate the top performing employee among themselves for an award.


Article Source: http://EzineArticles.com/expert/Harold_Lynn/2325268

Workplace Communication: How to Avoid Screwing It Up

Workplace Communication: How to Avoid Screwing It Up

By Eileen McDargh

Human language separates us from the rest of the animal kingdom. But too often, we respond to the wag of a dog’s tail instead of the message given by the CEO. There is a breakdown in workplace communication.

Here are four sure-fire ways to get a message across, remembered, and repeated.

Use Real Language Instead of Ad Copy

Ad copy might be punchy but it only seeks to invite the viewer or reader to seek more details. That is often not possible in our 24-7, get-it-down-now world. Martin Luther King’s speech would have vanished into history if he only said, “I have a dream”. Real language fleshes out both the intent and the possibilities the sender wants to convey.

It is not filled with puffery and pompous language but rather words that allow people to see what the person is saying. For example, King gave specific examples of what that dream would look like such as slave owner and former slave breaking bread together.

Workplace Communication Through Symbols Instead of Spread Sheets

Numbers, P&Ls, and statistics are fine but they are not remembered nor repeated. Instead, the use of symbols carries far greater impact. For example, one manager walked into a meeting and dumped a pile of manufacturing parts on the table. He said, “This is the crap that keeps breaking. How are we going to fix this?” You can imagine the look on the faces of his peers.

In the amazing story of Ernest Shackleton’s Antarctic Expedition of 1914, when the ship was crushed by an expanding ice pack, Shackleton determined rescue might be possible with a sled march to the ocean. This could only happen if every nonessential item was discarded regardless of value or emotional attachment. Shackleton reached inside his parka and threw away gold sovereigns and a gold cigarette case. The symbolism was not lost on his crew.

Use Storytelling Instead of Telling

Facts tell and emotion sells. Stories capture our emotion more so than a straight recitation of facts.

I was hired to create a report for a biotech company. The purpose of the report was to attract potential employees. Instead of talking about benefits and employment practices (although that was put in as an addendum), I interviewed employees about what they saw was the value of their work. To hear someone relate what it felt like to meet the recipient of a heart valve or to listen to a parent talk about their child’s recovery because of a device delivered a powerful response.

Use Dialogue Instead of a Discussion

The word “dialogue” means “through words.” The word “discussion” has the same root as “percussion” which comes from the Latin: “to beat”. So let me ask you, which would you rather have: a dialogue or a discussion. Discussions are heavy and often imagined as one-ups-manship with a winner at the end. On the other hand, a dialogue is exploratory, seeking to understand various viewpoints. Dialogue is a free-form give and take. When a leader sits in dialogue, the Biblical precept comes to mind: “Seek first to understand rather than be understood.”

All of these forms of workplace communication take conscious practice. Unlike some so-called leaders we see today who shoot from the mouth and are perceived as screwing up their message, a true leader works diligently to craft clear and compelling communication.

It is all in the intentional practice and commitment to behave as a true leader that real communication is achieved.

© 2016, The Resiliency Group. Publication rights granted to all venues so long as article and by-line are reprinted intact and all links are made live.

Article Source: http://EzineArticles.com/expert/Eileen_McDargh/22641

Building and Solidifying Your Relationships With Influencers

Building and Solidifying Your Relationships With Influencers

By Michael Cohn 

You have probably heard something about influencers. You may have some idea about what defines an influencer but your knowledge may not go beyond that. One thing that is very important to remember is that influencers are critical to the success of your business.

The significance of social media influencers

The first thing that you have to do is to determine who is an influencer and then to choose the appropriate influencers for your particular business.

A good way to start your determination process is by figuring out why a particular person has influence over other people in your particular niche or industry. Of course, that influencer must have done certain things that made him or her earn that influencer status. From a marketing perspective, there are a few aspects that are the most prominent and the most important.

  • Reach: Your reach is defined as the amount of people who you have the potential to connect with (on any real level) through the influencer. No doubt, you will only be interested in those people who are valuable to your business.
  • Relevance: When you are at the point of identifying the influencers that are the most advantageous to your business, one of the driving factors is relevance. If what the influencer is doing and saying in no way connects with what you are trying to do with your business, the chances are very good that the person is not the right influencer for you. On the other hand, if the person’s approach is synergistic with what you are trying to do with your business, he or she is probably a good fit for you.
  • Resonance: At this point in the process, you have undoubtedly identified your target audience and you are building those relationships. Whichever influencer(s) you have identified as the most appropriate ones for your business, that person’s ideas must resonate not only with you but also with your target audience. If the information doesn’t resonate with everyone involved, you may have chosen your influencer incorrectly.

Determine your social media influencers
It is not always easy to determine who is the best social media influencers for your particular business. Logically speaking, you need to be certain that the influencers who you have identified for your business are actually the right choices. During your process of identifying those influencers, some of the things that you may wish to consider are the amount of people who follow that influencer and where the person ranks on the search engine pages.

As far as the number of followers is concerned, there are easy ways that you can do that, depending on the particular social media channels that you are researching. If you are researching a particular influencer, you should check him or her out on social media channels such as Facebook, LinkedIn, Google+, and Twitter. All of them will let you know how many connections that influencer has. Those social media channels will also allow you to get a strong sense of how involved that particular influencer is with other people online. That is another aspect that is important for you when you are choosing an influencer. Part of that engagement will be in the form of “likes” and part of it will be an actual discussion.

Your research will allow you to determine not only if the influencer is a subject matter expert but also if the person is someone with whom you want to associate on a human level.

Search engine optimization is another extremely important aspect of your decision. If the influencer doesn’t rank high on the search engine pages, you may need to rethink your decision. The search engine rankings are very important and anyone who feels that it is not necessary to pay attention to that is doing his or her business a tremendous disservice. You will see over time that the more top-quality content you share online, the higher your search engine rankings will be.

Pay attention to the engagement aspect
In order to choose the appropriate social media influencers, you will need to get to know them first. That means that you need to engage them. You will want to start valuable conversations (or, at least, one really meaningful one) with the influencer so that you really get to know what he or she stands for. If the person’s views are not a match for your own, it won’t work for your business.

When you start the conversation, make sure that you offer something of value to the other person. It would be a big mistake for you to wait for the other person to offer you value first. If you initiate this, you will have some control over the relationship, which is what you want. In general, the other person will react positively to what you are saying. That is exactly how you build the relationship (and hopefully it will be an enduring one).

If your content is valuable to the influencer, he or she will want to share your content with other people. Again, that is exactly what you want to happen. That increases your reach and your relevance. It will also potentially increase your search engine rankings.

Keep your connections with influencers going strong
At this point, you have done a lot of work to make sure that you cement the relationship with your influencer(s). In short, you have laid the groundwork (or foundation) for the relationship. However, your relationship with your influencers (just like all of your relationships) will need care.

Establishing your relationships is critical and it is a very important first step. However, after that, you will enter the maintenance phase of the relationship. In order to maintain those relationships, you need to continue to interact on a regular basis. You will need to capture the information of exactly who are your influencers in some way.

Creating lists may work very nicely for that. Although it will not cost you a penny to maintain those relationships, there will be a necessary investment on your part. You will need to invest time and effort. That should be pretty easy to do if you make the commitment. After all, it is your business and you will want to do everything possible to become as successful as possible.

Influencers are so important for your success. Just like all other important relationships, you need to establish the relationship, grow it, and maintain it properly. You will get a wonderful return on your investment. Like any other meaningful thing in life, your relationships with your influencers take work but are well worth the effort. As time evolves, you need to remember to be flexible with your market and with the people with whom you share such important, influential relationships.

Article Source: http://EzineArticles.com/expert/Michael_Cohn/404898

Symptoms of Workplace Bullying

Symptoms of Workplace Bullying

By Anum Shafique


According to workplace Bullying Institute; workplace bullying is a repeated, health harming mistreatment of one or more persons (the targets) by one or more perpetrators.

It is an abusive conduct that is threatening, humiliating or intimidating, workplace interference and sabotage which prevents work from getting done or verbal abuse.

This is a very common phenomena which we find in the organizations. But due to the fact that we can not name it because we do not understand that what is actually happening with us and do not have any awareness of it, we remain confused and remain on the suffering end.

It creates a hostile work environment for the workers and usually targets the good workers. They are constantly being criticized, being given assignments which are meaningless just to keep them busy. This is a very broad concept and entails an huge intensity in it.

One very important thing to understand this concept in more depth is firstly to identify that either the situation a person is referring to actually falls under the category of workplace bullying or not. Because it is also very easy to misinterpret the situation as well.

For this reason we need to identify the symptoms or the red flags which lead to the diagnosis of this problem.

At each end where the workplace bullying can occur these relative symptoms firstly confirm its occurrence and demand us for their resolution. The early identification is very helpful because at the early stage the complications seem less intense.

One hallmark of workplace bullying is that usually the competent employee is being bullied. Instead of making him/her an asset to the organization, the supervisor becomes professionally threatened and starts bullying.

Verbal Symptoms include:

  • Unnecessary yelling
  • Blocking promotions
  • Deliberately ignoring
  • Taking credit and sabotaging employees work
  • Overloading an employee
  • Setting unreasonable deadlines
  • Requiring increased working hours beyond full time
  • Engaging an employee in unnecessary conversations
  • Robbing employee’s time and them blaming him/her to be less efficient and useless
  • Discriminating on the basis of gender
  • Putting an employee aside or on the back burner due to gender
  • Making jokes and unnecessary remarks of an employee

Financial Bullying might include creating financial hardships for the employee; these hardships can be formal or informal as well.

These are some of the most common symptoms. There might be many others. It depends on the situation and the person dealing with the situation. But the important thing is the identification of the underlying issue accurately only then we can move forward for its resolution.

Article Source: http://EzineArticles.com/expert/Anum_Shafique/1281114

Resolving Conflicts Immediately

Resolving Conflicts Immediately

By Rosemarie Sumalinog Gonzales 

Conflict is inevitable. In the workplace, conflict depends on how they are handled because output might lead to either chaos or harmony. However, the underlying fact is, to accept that conflicts will naturally arise and that it is possible to deal with them in a way that basically intensifies the organization.

Squabbling, arguing or getting insistent about a point of view is a strong predictor that someone is unskilled at handling conflicts in a collaborative way. Even in just keeping silent about one’s perspective indicates that someone needs more practice at staying on his/her feet. Aside from those, talking in an irritated voice or becoming insistent are all indicators that someone lacks the skill to resolve conflicts or disagreements effectively.

When a positive conflict resolution is assimilated, employees are unified because everyone is expected to do the right thing, to behave like an adult and to adjust working in a diversified environment with diverse culture as well. Although conflict has a negative connotation to many people; resolution feels good for almost everyone. It is in collective bargaining that employees find common ground with one another.

It feels good to be with people with whom you’ve never had a difference of opinion. However, finding resolution in the midst of conflict with another employee can help build trust with that person because relationships can be strengthened by shared experiences, both positive and negative.

Positive conflict resolution creates an atmosphere where individual differences are appreciated. It encourages employees to be innovative because disagreements in the workplace are common. If conflicts are addressed immediately, the situation won’t affect employee performance. But when conflicts are unaddressed, they can have a negative impact on productivity.

Talking together can bring a disagreement out in the open in a friendly manner so that both parties understand each other’s concerns and conclude a win-win solution. Settling a conflict without getting mad, sad or anxious needs to recognize that there is a problem that needs to be solved; exploring the underlying concerns; and creating of a mutually agreeable solution

Listening to employee concerns will foster an open environment. Conflict isn’t really bad especially when people with different perspectives are understood and appreciated. Understanding and appreciating the various viewpoints are necessary in maintaining a healthy balance of constructive difference of opinion, and avoid negative conflict.

Thus, it is important to maintain a well-developed conflict resolution skills, particularly the ability to strengthen the bonds between subordinates and superiors in order to attain balance in the workplace..

This article is about resolving conflicts immediately to avoid a negative atmosphere in the workplace.

Article Source: http://EzineArticles.com/expert/Rosemarie_Sumalinog_Gonzales/1972656