Sets Goals, Motivates and Aligns Organization
Activities/Tips
- Break down your organizational objectives into SMART goals for you and your employees. Use the “How to Write SMART Goals” to guide your goal development.
- Discuss expectations openly. This will clarify those expectations with employees.
- Ask your employees how their goals contribute to the organization’s success. If they can’t tell you, help them translate the organization’s goals into individual goals.
- Ask people to summarize expectations for you and develop their specific action steps.
- Develop a vision for your organization. Use the “Creating a Vision for Your Organization”.
- Take the employees reward and recognition assessment.
- Brainstorm 10 new ideas to reward and recognize your employees that you are not using now.
- Ask your employees how they would like to be rewarded and recognized.
- Call people by name.
- Develop a personal information survey for your employees (family information, hobbies, interests, etc.).
- Create a “kudos” board for your workgroup.
- Focus you and your team on accomplishments, not activities or hours worked.
- Ask employees to set their own “due” dates and then hold them to it.
- Map out the each employee’s roles and responsibilities. Communicate those roles and responsibilities to each team member.
- Explain to each employee how their job contributes to the team’s success and the organization’s success.
- Identify each employee’s strengths and best match them to meet your organization’s goals.
- Increase the number of one-on-one meetings to discuss progress of work and hold individuals accountable.
- Prioritize and work on the things that are important and not what is urgent.
- Maintain a positive attitude and eliminate sayings like “it can’t be done.”
- Set a goal for your team of not complaining for 5 business days. When you achieve that level, set a new goal.
- Convey a sense of urgency on a finite number of tasks.
- Look at the projects/tasks you have completed in the last year. Which ones were the most satisfying? Which ones are you the most proud of? Work to get more of those kinds of projects/tasks into your job. It will motivate you and those around you.
- Trust your employees by giving them more responsibility.
Courses
The Johns Hopkins’ Lead Cohort
The Johns Hopkins’ Manager Cohort
The Johns Hopkins’ Supervisor Cohort
Motivating and Retaining Your Staff
A Sure Fire Workshop on Developing World Class Teams – Tall Ships
Performance Management (Part 1): Effective Goals and Expectation Setting
Leadership Smarts: Assess and Optimize the Hard-wired Skills That Drive Success The American Management Association.
The Voice of Leadership: How Leaders Inspire, Influence and Achieve Results The American Management Association.
References
Successful Manager’s Handbook by Personnel Decisions International (PDI)
The One Minute Manager by Ken Blanchard and Spencer Johnson
The Leadership Challenge by James M. Kouzes and Barry Z. Posner
First, Break All the Rules by Marcus Buckingham and Curt Coffman
Strategic Planning for Success: Aligning People, Performance, and Payoffs by Roger Kaufman, Hugh Oakley-Brown, Ryan Watkins, and Doug Leigh
365 Ways to Motivate and Reward Your Employees Every Day: With Little or No Money by Dianna Podmoroff
Managing and Motivating Contact Center Employees : Tools and Techniques for Inspiring Outstanding Performance from Your Frontline Staff by Malcolm Carlaw, Peggy Carlaw, Vasudha Kathleen Deming, and Kurt Friedmann
Handle With CARE: Motivating and Retaining Employees by Barbara Glanz
Streetwise Motivating & Rewarding Employees by Alexander Hiam
Motivating Employees for Dummies by Max Messmer
1001 Ways to Reward Employees by Bob Nelson
Goal Setting 101 : How to Set and Achieve a Goal! by Gary Ryan Blair
Make Success Measurable!: A Mindbook-Workbook for Setting Goals and Taking Action by Douglas K. Smith
The Magic Lamp: Goal Setting for People Who Hate Setting Goals by Keith Ellis
Love ‘em or Lose ‘em – Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans
