November 2014

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Page 43 of 59

HR 42 | www.cedmag.com | Construction Equipment Distribution | November 2014 Once the circle is formed, make sure to offer regular communication to all employees. Consider posting information from each meeting. What issues were discussed? Who is investigating a solution? When is an answer expected? Then, follow-up! Morale circles will not enable you to make improvements in your employ- ee relations unless you take action on the information you receive. If you want employees to participate on a regular basis, they must see tangible results. 4.) Communicate Expecta- tions – As soon as a new employee walks in the door, clearly explaining the requirements of the job, on what and how performance will be rated, and what the employee can expect from the company are paramount to keeping motivation levels high. Having a structured new-employ- ee orientation program will help you accomplish a couple of things. First, you will know all employees are receiving the same information and nothing has fallen through the cracks. Second, it will give the new employee validation for joining your organization. He will appreciate a company so well organized. It is very important to encour- age questions and suggestions. Self-motivated people traditionally want to contribute their talents and one way to enable this is through encouraging their ability to think outside the box and envision new things. If something is not clear, the self-motivated employee will have no problem asking why or how. If he has come across a similar situation or problem elsewhere, he will naturally want to offer assistance to make a change or fix a problem. Encourage this behavior. Even folks in the highest positions surround themselves with others who might know more or have a differing view. By allowing the free flow of suggestions and ideas, you will open up your company to new ways of looking at old problems. What happens if someone makes a mistake at your workplace? There is a big risk in discouraging mistakes of any kind. Employees will be afraid to try new things, look for improve- ments or even own up to errors. Instead of opening up the mind, it will be stifled and closed. When a mistake happens, talk with the employee to find out what she was trying to do. Walk through the steps with her so she can learn. Perhaps by adding another step or reorganizing the steps she took, a new, simpler method will be discov- ered. Share what has been learned with others. Learning from mistakes should always be encouraged. 5.) Reward and Recognize – By now you should be seeing a pattern! To promote motivation within the workplace, management must be committed to creating an environment in which employees want to work. Your employees spend more time at work than they do in any other area of life except possibly sleeping. The workplace, then, becomes the most natural place to receive rewards and recognition – you should capitalize on that opportunity and incorporate them into the employees' work life. Rewards do not need to be mone- tary to have a positive and lasting effect. We've already discussed what motivates people. We also discussed morale circles. Why not enlist the help of your morale circle to find out what types of rewards would best meet the needs of your employees? When giving a reward, make sure to recognize the accomplishment of the person receiving it. (800) 875-0326 www.directcapital.com WITH OUR TEAM SELLING APPROACH, YOU SELL THE EQUIPMENT AND WE STRUCTURE THE DEAL. Close Sales Faster With Financing Programs for new & used heavy construction equipment • Competitive rates • Wide Credit Window • Flexible Terms • Fast Response • First Class Service ("Creating the Right Environment for Success" continued from page 40)

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