By Lisa Bennett

MOTIVATE ME!

Most employees really do want to put their best effort forth for their employers, and just need a little polish to make them shine. Here’s how to encourage them to be the best they can be – so they stay happy and your profits stay healthy!

One way or another, we’ve all had them. Good bosses, bad ones, those who mentor or intimidate. I’ve been fortunate in my career, especially in the beginning, to have bosses who recognized the advantages of motivating by coaching and rewarding those who reported to them, rather than through fear and intimidation.

I remember one boss in particular; after I completely screwed up a presentation and missed a deadline, I sat in his office waiting for the admonishment sure to come. But rather than give me the deserved reprimand, he simply said, “I know you recognize you made a mistake; next time, I hope you won’t let it sink to this level before you come to me for help.”

After that, I was on fire. I worked harder and produced the best work possible. I’d let him down, but he understood that sometimes even the best players make errors. His confidence in me was my motivation to work harder the next time. He gave me another chance, and I felt appreciated. And in return, I gave it my all.

Happy Is Healthy

Research shows employees who are content in their jobs are more productive, take less time off for sick days and have a positive effect on co-workers. The bigger question is, what do we do to motivate employees?

There is no one right answer according to Dan Scott, human resources director for Betz Industries in Grand Rapids, Michigan. “I think the workforce has evolved over the past 20 years or so,” says Scott. “What used to motivate people was money, pure and simple. But that really doesn’t work anymore. People need to feel appreciated, they need to be heard and they need to know they are part of the bigger picture.”

Scott says his organization has several programs in place to reward employees for their efforts. “We have a great service award program structured to recognize employees at five-year milestones,” he notes. “The employees love it, and the effect of the program lasts well beyond the day they are given their gift. Also, when we have company holiday parties, the families are involved, which is a way for us to show them how much we appreciate what they do for us.”

Tony Alessandra, Ph.D., and an author and speaker on the topics of sales, motivation and personality types, notes that people often break down into
four categories:

1. Relaters. Think of someone who is slow to take action. This person prefers close relationships and seeks the security and feeling of belonging. They dislike conflict, and are good at listening and working with others. Items for the home or office – like a clock or vase – would be perfect for them.

2. Socializers. This type of person is spontaneous, involved and persuasive. He likes involvement and may exaggerate and generalize to suit his needs, jumps from one activity to another and seeks public accolades. Trendy apparel and awards or trophies that can be displayed would appeal to this personality type.

3. Thinkers. These people are cautious and like organization and structure. They are objective, task-oriented and ask many questions, often about specific details, and rely heavily on data. They work slowly and precisely and are good problem-solvers. Educational items like books and software, and computer or technology items would be appreciated by this group.

4. Directors. Decisive and controlling, Directors need bottom line info quickly. They prefer maximum freedom to manage themselves and others, and are independent and competitive with good administrative skills. They work quickly and impressively alone, and may get antsy when presented with feelings or advice from others. Brand name or status-oriented items would make this group happy.

Of course, these are merely personality overviews, and shouldn’t be treated as gospel. It’s always best to talk to co-workers when giving an individual an award to see what the recipient would best respond to.

Does Money Matter?

If you survey your employees and ask them what motivates them, the answer you’re likely to get is money. And while wages are certainly a factor in career decisions, it’s not the primary motivator when it comes to employee appreciation or retention.

Unlike a nice service award or employee gift, cash has no lasting value. People tend to use cash gifts on purchases they would have made anyway, such as an oil change for the car or new tires. While these are valid expenses, they hardly retain lasting value. Your cash gifts will be spent and forgotten in a week’s time; a gold watch or personalized glassware, though, will be something your employee will appreciate for decades, in many cases, generations.

Or, if you’re working on a limited budget, send balloons and have a party. Food items can be a great way to say “thanks, great job” and your promotional consultant can help you find imprinted cookies, candy, cakes and a lot more delicious treats to share in the office. Besides, it’s never passé to have a little fun at work.

You’re Fired! (Is Fear A Factor?)

Whether your boss is Dilbert’s pointy haired-man, or Donald Trump (interesting that they’re both characterized by dysfunctional hair), we all have to contend with management’s different personality traits.

Some managers think management by intimidation is the best option, while others subscribe to the ‘Golden Rule’ of management. For those managers who opt for the second management style, company morale is a primary focus in the organization. The managers who think company morale doesn’t matter are right … in the very short term.

Usually, though, when company morale falls, productivity is right behind it.When company morale drops, sick days, turnover and even accidents all increase. And all these issues affect the bottom line costing companies millions each year. In an environment of ever-increasing costs and lower margins, companies can’t afford to underestimate the cost of poor employee morale. The dollars spent rewarding deserving employees will more than pay for themselves when compared to the high cost of turnover and training new employees.

Is Retention All It’s Cracked Up To Be?

I used to work for a company whose philosophy was “Bring ’em in. Work ’em hard. Burn ’em out.” Obviously, they thought it was more cost effective to hire new employees every two years than keep the ones they had. After a two-year stint I joined the many overworked burnouts before me and headed for the exit.

Shortly thereafter, the newly appointed “retention manager” contacted me. Her job was to figure out why throngs of employees were giving notice on an almost daily basis. Her research showed what researchers had been saying all along – employees need to feel like they are part of something bigger. They need to be listened to, respected and above all, appreciated.

Those organizations who still insist on keeping employees in the dark and chained to a task (remember what happened to Ebenezer Scrooge), risk losing good employees and building a reputation for being a less than desirable employer.

Finding hard-working, smart employees who also fit the culture of the organization isn’t easy. And if organizations aren’t able to retain them, all these qualities plus the knowledge learned on the job goes out the door too. The fact is, that hurts the bottom line in any organization.

Keep The Performers & Profits Will Follow

So you’ve identified the performers and measured the costs of employee turnover. But now what? What do we do to keep the star performers motivated, challenged and satisfied with the company and their career?

According to Jill Cotter, recruiting program manager with Manpower, there is no one-size-fits-all answer. “In today’s challenging economic times, keeping employees motivated and challenged is
a key concern for companies to stay competitive,” says Cotter. “Companies need to work with employees to identify personal career goals, and make sure they coincide with the goals of the organization. But the key to employee retention and motivation is to combine the tangible with the intangible. Recognition is key. Everyone needs to be recognized. Whether it’s an award or a gift certificate, employees need those tokens of appreciation to feel engaged. But those things are just part of the building blocks that work with the mentoring, the training and the ongoing career opportunities that keep people driven to do their best.”

Unfortunately, Cotter acknowledges, there is no one solution for every organization, or even every department of an organization. Employees and companies need to work together to develop a plan that fits.

Some top rewarding ideas, all of which can be imprinted and personalized for maximum impact through your promotional consultant:

• Jewelry, watches and clocks
• Desk or computer accessories
• Tickets to sporting or cultural events
• Gift certificates to restaurants
• Travel luggage or overnight bags
• Apparel
• Home accessories
• Glassware

If your company is on a tight budget but still wants to recognize valuable employees, there are ways to show appreciation without the big price tag (see sidebar, “An Item For Every Budget,” on page 46), such as treating them to cookies in the afternoon, recognizing them in the company newsletter and giving them items like gift and phone cards, pens imprinted with their name and a cute title like “customer service diva,” or desk accessories.

Lastly, keep in mind these words from “The Donald”: “Money was never a big motivation for me, except as a way to keep score. The real excitement is playing the game.”

Lisa Bennett is a freelance writer based in Chicago who writes frequently about the promotional products industry.

An Item For Every Budget

Start With A Budget & A Game Plan

Here are some points to consider when you begin your employee motivation and recognition program:

• Project name and date
• What will the approximate budget be for the entire program?
• What do you want to accomplish?
• What image do you want the item(s) to convey?
• Who will be receiving them?
• Should the item(s) be used at work or at home?
• When do you want them delivered?
• When will you be giving them out?
• How many items do you need for this event?
• Should you buy more now to create future savings?
• How many imprint colors do you need?
• How many sides will be imprinted?
• Will the item be handed out or mailed?
• Do you need special packaging or shipping?
• What have you used in the past?
• Should you use something new or different?
• What items do you have in mind?
• What else is available to reach the goal?

Make a game plan for your imprinted item needs for each event. Once you and your consultant have a clear picture of the program, budget, target audience and goals, you’re ready to give her the go-ahead for the selection process.

And though there’s an item for every budget, it’s important that the item you select will match with your audience and goals.

Go Shopping!
Use this list as a guide when selecting the right item for your needs.

Items Under $1 Per Recipient:
Bags • Calendars • Clips • Coasters • Food Gifts • Holders/Tags • Memo Pads • Mirrors • Pens • Jar Openers • Magnets • Stress Balls • Desk Items • Pencils • Flashlights • Computer Accessories • Cups • Mugs • Rulers • Kitchen Aids • Desk Items • Fans • Letter Openers • Grooming Aids • Luggage Tags

Items $1-$2.50 Per Recipient:
Flashlights • Pens • Lapel Pins • Mugs • Key Holders • Calculators • Food • Mousepads • Desk Accessories • Calendars • First Aid Kits • Highlighters • Clocks • Paperweights • Clip Holders • Photo Frames • Tools • Home Items • Kitchen Items • Caps • Hats • Bags • Briefcases • Padfolios • Lanyards

Items $2.50-$5 Per Recipient:
Bags • Pet Items • Electronics • Clocks • Flashlights • Pens • Calculators • Radios • Sports Accessories • Shirts • Books • Briefcases •Leather Items • Food • Auto Items • Coolers • Pad Holders • Crystal Items • Health Items • Bar Items • Mugs • Containers • CDs, Tapes • Glasses • Tools

Items $5-$10 Per Recipient:
Flashlights • Lapel Pins • Mugs • Golf Items • Food • Leather Items • Tools • Shirts & Hats • Jackets • Desk Items • Bags • Paperweights • Crystal Items • Clocks • Home Items • Kitchen Items • Health Items • Cushions • Blankets • Umbrellas

Items $10-$25 Per Recipient:
Golf Items • Crystal Items • Leather Items • Awards • Bags • Pens • Flashlights • Health Items • Clocks • Blankets • Home Items • Electronics • Watches • Jewelry • Jackets • Desk Sets

Different items in the same category can vary in price. For example, pens are available in many different styles, materials and price ranges. Materials can be plastic or metal. Styles include click top, twist top or removable cap. Your message can be screened or engraved on the pens. Prices can range from 35 cents to $10 and up. Your promotional consultant can help you select the best product for your goals and budgets.