Supply Personalized Coaching

Layne McDonald. Ph.D.

A leader takes people where they want to go. A great leader takes people who don't necessarily want to go but ought to be. - Rosalynn Carter

It is expected that not all employees already know and understand how the company system works, and this may demotivate them. Coaching and seminars can improve their skills and increase performance, giving higher results. A primary way to help employees improve their performance is to offer feedback. Rather than after they complete a task, supply feedback before completing their job. Managers should supply feedback based on actual performance and not biased opinions. When employees can sense subjective opinions, they begin to lack motivation and work less. When giving feedback, an employer should listen and address the employee's concerns.

Monetary Incentives

Though non-monetary methods are excellent and effective in motivating employees, monetary incentives have long been known to play a huge part in one's motivation. Financial incentives, such as profit sharing and performance bonuses, motivate employees to make quality products, elevate levels of productivity, and innovative and creative processes. With monetary incentives, it is proven that any companies and businesses benefit highly since it motivates employees to be more productive and efficient, affecting the whole company's profit. However, relying solely on monetary incentives is not enough to motivate employees. Using other methods will inspire motivation in a brief time, and employees will work harder and better.

Here are tips to remember when it comes to employee recognition. Make sure to set up specific criteria for what you believe in as high performance and contribution, wherein it is considered rewardable, whether behavior, tasks, or the company.

All employees must be eligible for recognition.

The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized.

Anyone who can perform at the level or standard said in the criteria receives the reward.

The recognition should occur as close to the performance of the actions as possible, so the award reinforces the behavior the employer wants to encourage.

Reduce using selective employee recognition methods. It is viewed as a "favoritism" that can decline employee involvement and trust. Therefore, processes that single out an individual, such as ""Youssef" Employee of the Month," are rarely effective.

Attaching ""true" accomplishments and goals to recognition and rewards by your set criteria decided through meetings and performance development is something that organizations, whether small or large-scale, should not overlook and choose.

Creating criteria and goals for either teams or individual employees and member accomplishments should be viewed through a series of processes for it to be a success.

Sometimes you can make quick, simple recognition that can be unique or random. What matters is the element of surprise employees will receive.

Simple things like giving free meals sometimes a week are great but be careful as might take advantage of it or rewarding beset decorations for the holidays.

Recognition and reward systems are both beneficial for managers and employees.

Plan out what you will give as rewards and what to recognize.

Avoid the employee recognition traps that:

Single-out employees who are mysteriously selected for recognition strengthen the morale of the many who did not understand the criteria enough to compete and win and seek votes or other personalized, subjective criteria to decide winners.

Here are nine methods to reward employees that show that you are seeing and recognizing their challenging work and achievements.

Reward #1 Money

Give raises (equity, retention & reflection of work performed)

Re-class or Promote (equity, retention & review of work performed)

Give bonuses (Up to $200 in state funds per employee per year can be awarded for recognition purposes)

Pay the same salary but decrease FTE

Reward #2 Recognition

Nominate for awards

Give Awards

Extend personal congratulations for a job well done

Write personal notes or letters of thanks (particularly from Deans & Chairs) and

place in the personnel file

Recognize individuals/teams at staff meetings or publicly in other ways

Hold meetings to celebrate successes

Throw parties for extraordinary events (i.e., Service Awards, Goodbyes,

Accomplishments, Awards)

Reward #3 Time Off

Professional Staff can be given up to 6 days of discretionary leave annually.

Flex time (working core hours and work 8 hours/day but come in from 8 – 8:30 and leave from 4 – 4:30, not proper for all jobs)

Telecommute Days (not proper for all jobs)

Alternative Work Schedules (9/80s and 4/10s)

Release time for classes (as practical)

Reward #4 A piece of the action

Ask staff their opinions and ideas – individually and in meetings

Encourage their feedback

Have staff take part on committees and in meetings

Recommend individuals to others as a resource or

Subject matter expert

Assign staff projects which draw on their ideas & creativity

Have staff committees plan celebrations & holiday events

Listen (be available & accessible to staff)

Reward #5 Favorite work

Recognize staff's talents when assigning work projects

Let staff cross-train on other functions

Assign a team to do committee work

Rotate interesting projects among staff

Allow for expansion of job duties (not necessarily an increase in complexity – which could lead to a re-class) which may break the monotony of a position and lead to greater job satisfaction.

Reward #6 Advancement

Reclassify positions as appropriate

Supply tools and growth so that staff can advance

Talk to staff about their career goals and try to incorporate them into the job as proper and relevant.

Empower staff to make decisions about their jobs and allow them to grow

Reward #7 Freedom

Allow for flexibility in work hours (staff should work core hours and 8 hours/day

but come in from 8 – 8:30 and leave from 4 – 4:30). This may not be proper for all jobs

Allow for freedom to work independently (not micromanaged)

Understand that there are diverse ways to conduct tasks and allow for individual

Encourage their feedback

Have staff take part on committees and in meetings

Recommend individuals to others as a resource or subject matter expert

Assign staff projects which draw on their ideas & creativity

Have staff committees plan celebrations & holiday events

Listen (be available & accessible to staff) differences/creativity (focus on your expectations for the outcome and timelines)

Reward #8 Fun

Supply lunches (pizza)

Have other food items at meetings or for little gatherings (10 minutes):

Ice Cream Socials




Throw parties (for goodbyes, to celebrate service awards, for Staff Appreciation Day, and more

Supply opportunities to laugh and socialize

Reward #9 Prizes

Fun, inexpensive prizes related to holidays are fun

Contests for teams or individuals who are working on finishing significant projects or cutting backlogs

Lunch with someone in a leadership position