November 2014

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Page 41 of 59

40 | www.cedmag.com | Construction Equipment Distribution | November 2014 A Closer Look Even the most highly motivated person will have difficulty functioning if the workplace does not welcome his or her contribution. Don't make the mistake of thinking a motivated employee will flourish in a dicta- torship or on a no-brainer routine packing line. Instead, she will run as far away from you as possible! You might be thinking that, to create the right environ- ment, incentive, bonus and recognition programs need to be investigated and implemented. Although recogni- tion and reward are part of the equation, without other basic fundamentals in place these programs have a better chance of failure than success. Money is not the greatest motivator. In fact, in a 2011 Study of Job Satisfaction conducted by Mercer in which 14 key points were examined, money came in at No. 6. Creating the right environment involves four key points. 1.) Know Your Employees – Do you know your employees? Really know what inspires them to do great things? Have you taken the time to watch reactions, ask questions and learn their hot buttons? If you are like most employers, your focus has been more introspective than outward looking. Most managers and supervisors go about the business of making a profit without real- izing that highly motivated employees lower turnover and training costs, add exponentially to productivity, and even embrace changing times. 2.) Surveys are a great tool to uncover potential problems before they arise and to ensure your employees stay motivated. Surveys should be focused on one or two issues you wish to explore and never include more than 20 questions. These are fast snapshots to give you a report card on your efforts. When developing your survey, remember to keep it simple. A simple yes/no or agree/disagree will give you the information you need in black and white. Surveys should be repeated every six months or so. By using the same list of questions, you will be able to chart your progress in areas that show concern. Remember, for the survey process to work, you must see it as sort of a company performance appraisal. You are being given the opportunity to make improvements to create the right environment. If you are having a hard time accepting some of the issues, try another method to know your employees better. 3.) Morale Circles can be formed after a survey has been completed or without a survey at all. Management selects employees from each department or work group who meet at least once each month to discuss issues that might be threatening morale in the workplace. They explore possible solutions, present ideas to management, and then to report back to employees on progress. Six timeless, practical principles to fuel high motivation in every employee BY KARLA DOBBECK Creating the Right Environment for Success (continued on page 42)

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