The Shockingly Simple Secret Behind Employee Motivation

Good morning!.

Lets start with an army and machine for a business.

Have a clue?

Yes, they are an employees!

How do you define employees?

– People to finish your business?

– People who can do whatever you ask for?

– People who create and generate business?

– People who become your partner and grow with you?

Who ever the type of employees, you must give them a flexibility to learn and finish their role.

You have a process, a system, and now let them use it.

If you have a faith on them, they will give the best on work.

Okay, let see a research of best employer in USA, from source http://www.forbes.com/best-employers/list/#tab:rank

Rank Name Industries Headquarters

#1 Google IT, Internet, Software & Services Mountain View, California
#2 Costco Wholesale Retail & Wholesale Issaquah, Washington
#3 Marathon Petroleum Construction, Oil & Gas Operations, Mining & Chemicals Findlay, Ohio
#4 The Container Store Retail & Wholesale Coppell, Texas
#5 LL Bean Clothing, Shoes, Sports Equipment (Manufacturing & Retail) Freeport, Maine
#6 Baxter International Drugs & Biotechnology Deerfield, Illinois
#7 BMW Group Automotive Woodcliff Lake, New Jersey
#8 Shaw Industries Engineering, Manufacturing Dalton, Georgia
#9 Wegmans Food Markets Retail & Wholesale Rochester, New York
#10 Harley-Davidson Automotive Milwaukee, Wisconsin
#11 United Services Auto Assoc Insurances San Antonio, Texas
#12 University of Iowa Hospitals & Clinics Healthcare Iowa City, Iowa
#13 Washington University in Saint Louis Education St. Louis, Missouri
#14 BASF Construction, Oil & Gas Operations, Mining & Chemicals Florham Park, New Jersey
#15 Facebook IT, Internet, Software & Services Menlo Park, California
#16 Roche Drugs & Biotechnology South San Francisco, California
#17 Fire Department, City of New York Government Services New York, New York
#18 Southwest Airlines Transportation & Logistics Dallas, Texas
#19 JetBlue Airways Transportation & Logistics Long Island City, New York
#20 Massachusetts Institute of Technology Education Cambridge, Massachusetts

As you can see, Google is # 1 in USA, and also top #5 in the world.

Then, from the same source, we can read a detail as follow

#1 Google

  • Market Cap As of May 2015
  • $367.6 Billion
Ticker
GOOGL $654 $4.27 (0.007%)
Industry
Computer Services
Founded
1998
Country
United States
CEO
Lawrence Page
Website
http://www.google.com
Employees
53,600
Sales
$65.98 B
Headquarters
Mountain View, California
Google, Inc. focuses on improving the ways people connect with information. It provides variety of services and tools for advertisers of all sizes, from simple text ads to display and mobile advertising and to publishers, whether small or large. The company primarily focuses on the areas which include search, advertising, operating systems, platforms, enterprise and hardware products. The search area consists of a vast index of websites and other online content which is made available through its search engine to anyone with an Internet connection.
Why Google always chosen by employees as the best employer?
1. Let creativity and flexibility on execute the job done.
Yes, they have a high level of salary, compare with competitor.
But, it’s not all.
Employees have a freedom but still accountable.
2. Never micromanage and let them show their way.
No matter what, it’s their responsibility.
You as a leader, need to focus on build a business.
Let them “play”.
You can find the other article as follow.
==============================================================================

IMAGE: Getty Images

The case for autonomy: just look in the mirror.

The case for giving employees autonomy (you may prefer the word “empowerment“) in how to carry out their work has been backed up for half a century by psychological and management research. It may surprise you just how strong the case is — until you look in the mirror and think about what you would require to do great work face-to- face with customers every day.

First off, people need a reason to wake up in the morning — and ”they pay me” is hardly the ideal alarm clock. Think about it this way: Let’s assume an employer pays approximately the same wage as competing employers do. But the employer also prescribes exactly how the job should be done, when it should be done, and where it should be done. Does this employer’s approximately-the-same-as-everyone-else’s wage really carry the day in this situation?

Unlikely. An employee with half a brain (and, by and large, that’s the minimum cranial content to look for in an employee) will sprint to any employer offering more freedom. That freedom includes:

Flexibility in when the job gets done (don’t tell me that parents who need to work an unconventional schedule are lesser workers; it just ain’t true).

Even more important, flexibility in how the job gets done: both on a day-to-day basis and in having a part in designing the overall structure of the work activities. This is an ethical imperative. If you don’t involve people in designing the jobs to which they devote their waking hours, you’re using employees as mere tools for their labor. Even though you’re paying them, this kind of using of people is unconscionable.

It’s impossible to micromanage 5,000 customer touch points.

A company needs the ability to respond to the unpredictable, ever changing, intensely individual, nuanced desires of customers.

Consider this statistic from Cornell’s Center for Hospitality Research: There are an estimated five thousand customer/employee touch points every day in a moderate-size hotel. There may be fewer touch points in your business, or, heaven help you, there may be more. To handle each of those touch points correctly requires an exceeding amount of psychological and intellectual flexibility, which will be hindered when employees know that management puts primary value on conformity.

Don’t talk about empowerment, only to reward conformity.

While many companies speak of employee empowerment, they tend to compensate and allocate pats on the back differently:

Did an employee make the numbers this month (even if he had to finesse the books by pushing bad events to next month)?

Did he get everything — sorta — shipped on time (even if it means he didn’t take that extra minute to verify a shipping address and save the customer a lot of grief )?

Did the employee get customers off the phone in the call center “on time” (even though lingering longer could have led to a greater bond with the company)?

You want customer relations to be on the shoulders of your employees. But as long as you’re defining every little thing, and rewarding/punishing based on seemingly arbitrary criteria, you won’t get them to carry out that responsibility.

Their viewpoint will soon resemble the jaded flight attendant’s attitude on a big, legacy carrier who told me not long ago, “The more emphatically management comes up with new i’s to dot and t’s for me to cross, the less seriously I take them. I know these rules will be gone within the year, and a new group of regs will take their place.”

Source:

http://www.ceo.com/flink/?lnk=http%3A%2F%2Fwww.inc.com%2Fmicah-solomon%2Flearn-this-shockingly-simple-secret-of-employee-motivation.html&id=328964

Author by Micah Solomon, 21 July 2015

Access on 28 July 2015

=========================================================================

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: