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

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

         

Clarity

When employees don't have clarity on what's important, they can't be productive, and they can't prioritize.  #leadership

Accountability

The purpose of holding people accountable isn't to berate them, belittle them, or bully them.  It's to help them improve so they can achieve, meet expectations, and experience success.  Your intentions should be positive.

 

Answering The Why

Answering "why" provides context and meaning.  People are far more likely to embrace the what and how once they understand the why.

Productivity

How much time are employees in your organization spending moving around information via email, text, and voicemail, instead of focusing on the specialized tasks they were hired to perform?  What's the impact of your current email habits on your bottom-line?    #productivity 

Employee Engagement

So much of the employee engagement discussion is what the employer must do in terms of setting the right working conditions that will lead to higher engagement.  However, employees must ask themselves if they're doing their best to be engaged.  Employees will be more engaged at work if they consciously try to be more engaged.  Employees need to take personal responsibility for their own engagement.   #employeeengagement

Employee Engagement

Employees who have clear goals report greater engagement than employees who don't.  No clear goals, no engagement.  Not job description duties and tasks, goals. 

     #employeeengagement  

Processes

Employee and organizational performance is a function of your processes.  When was the last time you evaluated your processes for effectiveness?