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Employee Motivation

Last time, we talked about how MA and NH promotional products are still effective advertising. Today we touch on a related topic: motivating employees. Forbes reports that a national study done by Dale Carnegie Training found that 1 in 4 non-management employees are “disengaged” meaning that they are unproductive and unenthusiastic about work. Furthermore, the employees relationship with their supervisor was the single most important factor. Meaning, it’s management’s job to form a culture which naturally motivates employees. Forbes goes on to list a few techniques: allow all employees to benefit when the company does well, take a genuine interest in the future of the employee’s career, take a genuine interest in the work-life balance, listen to suggestions, and more. However, the most important tool: recognition.

Behavioral Economist Dan Ariely explains that employees are intrinsically motivated (self-motivated, which tends to get better work over longer periods than extrinsic motivation) when they are able to find meaning in work and see progress. (See his TED talk). “Ignoring the performance of people is almost as bad as shredding their effort in front of their eyes,” he says. This means that project managers need to recognize when their teams achieve incremental goals. Whether by a simple, public words thanking a few key members, or with a tangible object such as a certificate, plaque, or trophy. “People like praise,” says Forbes, “They want to know they’re doing a good job and are valued.”

Red Brick Clothing Company carries everything you need to recognize valued team members: customizable plaques and awards, awards programs, pens, and small gifts. We have something for any budget, starting as low as fifty cents. Saying thank you is valuable. Say it with Red Brick.

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