How to motivate your employees 1) Empowered them by giving them the ability to make decisions that affect their

work. By doing that, you give them a greater sense of control, more say in how things get done, and more opportunities for learning. Example: At facebook, decision making is fundamental to the culture. Facebook are encouraged to move fast and break things they have lots of leeway to solve problems on their own. One employee posted a note on the site expressing his surprise and pleasure at the companys motto Move fast and break things which encourages employees to make decisions and act. Just on his 2nd day at work, he found a fix to to a complicated bug. He expected some sort of hierarchical review, but his boss, the vice president of product just smiled and said Ship it. He marveled that so early on he had delivered a solution that would instantly reach millions of people. The challenge for managers is to avoiding cutting back on empowerment when people make mistakes. Those situation create the best conditions for learning not only for the involved parties but also for others, who can learn vicariously.

2) Sharing information: People can contribute more effectively when they understand how their work fits with the organizations mission and strategy. Example: Workers at Zingermans restaurant right down to the busboys get up to the minute feed back on every aspect of the business, from customer satisfaction ratings to the number of dirty mugs in the sink. The information is as transparent as possible. Because the co-founders of Zingerman believe that employees would show more interest if they got involved in the game. Some Zingermans businesses began instituting mini games: short term incentives to fix a problem or capitalize on an opportunity. For instance, staff and Zingermans Roadhouse used the Greeter game (who can greet customer within 5 minutes of being seated for 50 days straight) to track how long it took for customers to be greeted, and the winner gets a modest financial reward. This inspires the employees to quickly uncover and fix holes in the service process. The games has naturally created some internal tensions (competiveness) but overall they contribute to better performance. From 2000 to 2010 Zingermans revenue grew by almost 300%, to more than 35 millions usd. The companys leaders credit open book management as a key factor in that success. System that make information widely available build trust and give employees the knowledge they need to make good decisions and take initiative with confidence.

3) Minimizing bad manners in working environment. The cost of bad behavior at wrk are great. Half of employees who had experienced bad behavior at work intentionally decreased their efforts. More than 1/3 deliberately decreased the quality of their work. 2/3 spend a lot of time avoiding the offender, and about the same number said their performance had declined. - Example: most of people experienced rude behavior at work, here are a few quotes:

my boss asked me to prepare an analysis. This was my 1st project, I was not given any instructions or examples. He told me the assignment was crap my boss said if I wanted to know what you thought, Id ask you. on speakerphone, in front of peers, my boss told me that Id done kindergarten work. my boss reprimanded me for throwing away a paper clip and made me retrieve it from the waste basket, in front of my 12 employees. - Incivility (bad behavior) prevent people from motivating. Those who have been the targets of bad behavior are often, in turn, become bad too. They sabotage their peers. They forget to copy colleagues on memos. They spread gossip to deflect attention. Faced with incivility, employees are likely to narrow their focus to avoid risks and lose opportunities to learn in the process. But sadly few companies consider civility or incivility when evaluation candidates. - Corporate culture is inherently contagious, employees absorb what is in their environment. In other words, if you hire for civility, youre more likely to breed it into your culture. 4) Performance feedback. Feed back creates opportunities for learning and the energy so critical for a culture of thriving (vigorously development). By resolving feelings of uncertainty, feedback keep peopless work related activities focused on personal and organizational goals. The quicker and more direct the feedback, the more useful it is. - Example: Zingermans huddle, described earlier, is a tool to share near real time information about individual and business performance. Leaders outline daily ups and downs on the whiteboard, and employees are expected to own the numbers and come up with ideas for getting back on track when necessary. They have documents of customer complaints and compliments so that all employees can learn and grow on the basis of intermediate and tangible feedback These four methods that help employees motivating dont require enormous efforts or investment. What they do require is leaders who are open to empowering employees and who set the tone. Motivating employees, helping them grow and remain energized at work boost your companys performance in a sustainable way. PS: cn ci strategies lm sao t motivate bn thn m ko bik c nn chen v ko, th c ch m s ko kp gi T___T