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

Accountability

The accountability to their peers is an even greater motivator of performance for most individuals than accountability to their boss.  People will work hard to avoid disappointing their boss, but they will do almost anything to avoid disappointing their teammates.

          * www.terrymckennabooks.com   Small Books - Big Results!

Scoreboard

People play differently when they keep and know the score.  The difference in performance in a team that knows the score, is amazing.  People disengage when they don't know the score.  When employees can see at a glance whether or not they are winning they become profoundly engaged.  Why?  Because no one likes to lose.  Want to improve employee job performance?  Create a visible, and compelling scorecard.

          * www.terrymckennabooks.com   Small Books = Big Results!

Ask More Questions

Most people perform at their best not because they're specialists but because their deep skill is accompanied by an intellectual curiosity that leads them to ask questions, explore, and collaborate.

          * www.terrymckennabooks.com   Small Books = Big Results!

Keeping Score

Employees perform their jobs differently when they are keeping score.  When employees themselves are keeping score, they truly understand the connection between their performance and reaching their goals, and this changes the level at which they perform their jobs.

          * www.terrymckennabooks.com   Small Books = Big Results!

#EmployeeEngagement

Employee engagement raises and falls on the employee value proposition.  Increasing compensation is one way you might add value to employees, but that's just the beginning.  You can also raise value by improving the employee experience: advancement opportunities, recognition, meaningful work, camaraderie, and flexibility.  All those things add value too.

          * www.terrymckennabooks.com

#Goals

A two-year Deloitte study found  that no single factor has more impact than "clearly defined goals that are written down and shared freely...Goals create alignment, clarity, and job satisfaction." 

          * www.terrymckennabooks.com

#Purpose

People who find meaning in their work don't hoard their energy, creativity, and dedication, they do more, and they do it better.  Help your employees personally identify with your organization's collective purpose. 

          * www.terrymckennabooks.com

#Autonomy

Having a job that provides autonomy, allows you to use your strengths, and promotes your learning and development.  It's at the heart of intrinsic motivation.

          * www.terrymckennabooks.com

#JobPerformance

Good goes bad in a hurry.  The level of performance that qualifies you as a winner today can make you a has-been tomorrow. 

          * www.terrymckennabooks.com 

Employee Recruiting

Everyone in your company should be responsible for recruiting top talent into the company.  Attracting top talent is too important to assign to a single department like HR.  Make it easy for your employees to recruit top talent.  Give each employee a stack of index-sized cards to give out when they experience a top talent prospect.  The card should have a message like: "Seriously.  Your personality, incredible attitude, and energy are exactly what we look for at (name of your company).  We'd love to talk to you about joining our team,  And, if your friends are like you, we'd like to talk to them as well."  Why mention a friend?  Because "Birds of a feather flock together."  

          * www.terrymckennabooks.com