Terry's Blog | Daily strategies, insights and inspiration to help you achieve your potential

Incentive

Companies overvalue money as a motivator.  Relying on cash bonuses to motivate people makes them feel as though they need to be bribed to do their work.

Leadership

A Google study found that managers who "express interest and concern for team members success and personal well-being" outperform others in the quality and quantity of their work.  #leadership

Feedback

Frequent, informal check-ins will lead to more meaningful discussions, deeper insights, stronger job performance, and will result in greater employee satisfaction.  #employeefeedback 

Employee Feedback

Managers should focus less on the frequency of their developmental conversations with employees and more on depth and quality.

Reinforcement

Don't wait until the year-end bonus to celebrate.  The closer in time the reinforcement is to the performance and results, the more impact it will have.

Connected?

Does it really help your work to be constantly connected?   #personaldevelopment

Creating The Right Conditions

The most common mistake managers make is to jump in and ask people to work harder, without first having created the conditions that will lead workers to want to work harder.

Motivation

The biggest motivators are intrinsic.  They have to do with people's accountability to themselves.  It's wanting to do well, to be proud, to go home from work happy having accomplished something. 

Understanding vs Doing

There's a difference between understanding and doing.  Just because people understand what to do doesn't ensure they will actually do it.  Desire drives doing.  

Employee Performance

When you allow employees to chronically produce excuses instead of results, you are encouraging unproductive behavior.   #employeeperformance