Encouraging Concepts Associates

Encouraging Concepts Associates

Human Resource Managers

Jack Agati

All Business Is Social

A key to being successful in your particular area is your daily effort to manage the social aspects surrounding your job.

Three major areas

Personality Managing Misdirected Behavior Motivation

Effective management will make the difference between a positive, productive work environment and a hostile, minimally productive work setting.

We know that by being pro-active in these areas, we can avoid many difficulties and potential problems. Time, energy and money will be saved as well as the potential for retaining quality staff.

42 Dixon Drive, Litchfield, New Hampshire 03052 (603) 424-1877

Information: www.jackagati.com Email:

Encouraging Concepts Associates

Human Resource Managers

Jack Agati

The Art of Encouragement

How to Motivate Without Money

How do we motivate and encourage others?

Old methods and myths…

“Gold Star” approach:

Problems: short term

gimmicks

implies a contest

declares a winner

“Half Time” speech:

Problems: infomercial

psychic prediction

few specifics

skepticism

actions vs. newfound faith

Today’s Reality…

Implementing these ineffective methods requires time, energy and other resources that are often not available in today’s market.

42 Dixon Drive, Litchfield, New Hampshire 03052 (603) 424-1877

Information: www.jackagati.com Email:

Top Ten Discouragers – Robert Nelson

Lack of sense of accomplishment in our life, our job.

Question the purpose, the value in what we do.

Sense of stagnation in our lives and work.

4. Experience few demands of our personal skills or creativity.

5. Feel no control over our work or life.

6. Sense we’ve been given no clear expectations.

7. Receive conflicting messages from those around us.

8. Receive inadequate recognition or little advancement for what we do.

9. Feel we’ve been treated disrespectfully, rudely.

10. Feel we’ve not been told the truth.

Others:

· Chemical or organic influences

· Personal affairs

Knowing this, then how do we begin the Art of Encouragement?

Tip #1 Stop praising people. Start encouraging them!

Encouragement Versus Praise

- is directed at the process - is directed at the product

- speaks of the person - is about an object

- is specific - is general and vague

- is for everyone - is for the “chosen few”

- is given any time, any place, - given after the product is

to anyone completed

Tip #2: “And You Know What I Like …”

Helpful hints:

· “buckshot” encouragements

· 75% communicated nonverbally

· addresses our need to feel valued, wanted, trusted, respected

Need To Belong – Valued – Needed

Studies time and again show us that the most productive employees, most loyal, most committed are those who feel that they have been treated:

· fairly, honestly

· valued, trusted

· their presence wanted

· their work meaningful and valued

The root of most misbehaviors lies in their feeling that they are being:

· misused, mistreated, mistrusted

· treated disrespectfully

· not valued, wanted, lied to

· manipulated

THREE TECHNIQUES THAT OTHERS WILL USE TO DISCOURAGE US FROM ENCOURAGING THEM

1. “Aw Shucks” A feeling of embarrassment—theirs and ours.

*You will recognize this technique because you will feel

uneasy, maybe even uncomfortable.

2. Suspicion A feeling that there is a string attached, something expected

in return.

*You will recognize this approach because you will feel annoyed, angry, manipulated.

3. Rejection Putting themselves down and rejecting what you have

attempted to do to encourage them. Rejecting YOU.

* You will recognize this technique because you will feel hurt, rejected.

Tip #3: An Encouragement is FREELY given and GIVEN freely.

Freely given – You choose to give the encouragement of your own free will

And

Given freely – No strings attached, you expect nothing in return.

Encouragement is a necessary management skill because without it, we are in danger of creating a cycle of misbehavior.

If others’ needs (Nelson) remain unmet, then …

1. increased discouragement 4. lost productivity,

PR, money, etc.

2. increased misdirected behaviors 3. lost time, energy, off-task

Keep in mind:

1. Pitfalls of attitude and time

2. Walking

3. Sixty seconds of encouragement

4. TIP #4: Boast and Brag

· Not about what people do but who they are

· Recognize people for the way that they do things rather than the things they do.

5. 85 : 10 : 5

6. Recall that special manager.

Studies and Quotes to Ponder

- Lindahl: Benefits of Recognition of Employees

Decrease Increase

Stress Morale

Absenteeism Productivity

Turnover More competitive

Related costs Revenues and profits

Ten Factors Rated by Management and Employees of What Are True Motivators and Needs

Management Employees

1 Good Wages 5

2 Job Security 4

3 Promotions 7

4 Work Conditions 9

5 Interesting Work 6

6 Loyalty 8

7 Tactful Discipline 10

8 Appreciation of Work 1

9 Sympathetic to Personal Issues 3

10 Informed, In on Things, Told the Truth 2

“Compensation is a right. Recognition is a gift.”

Rosabeth Moss Kanter (RMK)

“Your people may be your most important asset. But unless you show them they are, they’ll never believe it or act that way.”

RMK

“What motivates most of us takes relatively little effort and just a little time and thoughtfulness.”

RMK

“Extra effort is more a function of how we are treated.”

RMK

“Employees who just want more money will never be satisfied.”

RMK

“The achievements of an organization are the result of the combined efforts of each individual.”

RMK

“You get the best effort from others not by lighting a fire beneath them, but by building a fire within them.”

Bob Nelson

“Creating an environment in which individuals are motivated is perhaps the most important role of managing today.”

Bob Nelson

“The more technology, the more the need to be more personal and human.”

John Naisbatt

“People are motivated by their goals and feelings of belonging and worth.”

Jack Agati

Developed by Jack Agati