Podcasts about motivate employees

IN EPISODE 187: The best leaders bring out the best in others - something they do by choice, not chance. In Episode 187, Matt Tenney shares a systematic and scalable way to inspire greatness in your team. We discuss the three most important needs of employees; why frequent feedback is more effective than occasional surveys; and how to approach someone who doesn't seem inspired to grow. This episode is packed with practical tips and powerful insights that will inspire you to unlock the greatness in others - and yourself. ABOUT MATT TENNEY: Matt Tenney is the author of three leadership books, including the national bestseller, "Inspire Greatness: How to Motivate Employees with a Simple, Repeatable, Scalable Process." His TED talk on leading with love has been viewed over 1 million times, and he's developed leadership programs for companies like Salesforce, T. Rowe Price, Marriott and United Airlines.

The #1 question I get from leaders…How do I motivate my employees? Great question…and the answer is misunderstood. Until today… Welcome to this week's episode of The Matt Phillips Podcast, where our host, Matt Phillips, will help you reevaluate your actions to ensure you are truly motivating your team. Matt dives deep into this question, leading to eye-opening conversations when there's a discrepancy between what's desired and what's being done as a leader. P.S. Subscribe, rate, and review Here. Additional Resources: Connect with us on social at: Linkedin: www.linkedin.com/in/mattphillips15 Instagram: @mattphillipscoaching Facebook: https://www.facebook.com/MattPhillipsCoaching/ Youtube: https://www.youtube.com/@mattphillipsleadershipcoac3976/featured Website: https://www.mattphillipscoaching.com/ Spoiler alert…what makes a super successful salesperson does NOT always make a super successful sales manager. That's the cold hard truth! The legendary sales managers know this requires a completely different approach to get to the next level. You need a leadership framework that is simple and repeatable. You need a foundation that will help ensure you know who you are, where you are going and how to get there. What most sales leaders don't know, however, is HOW to level-up, harness their mental toughness, build world-class sales teams, and sky-rocket revenue FAST. If they did, they would ALL be doing it. But, what if I told you I had the secret that could help your sales team triple its revenue growth? Join my brand new FREE live training designed exclusively for sales managers and leaders, modeled after the exact same 3 leadership strategies that helped one of my teams TRIPLE revenue growth in 12 months. Go over to www.mattphillipscoaching.com/webinar to sign-up!

Do you think your employees aren't going the extra mile for you? In this episode, Andrea explores the data behind employee effort and talks about how you, as a leader can employ, engage and retain employees who are willing to go the extra mile for you. Andrea also talks about the SDT theory and how this can help influence and drive behaviours within your business. KEY TAKEAWAYS Focus on your employee's individual motivations. If you can discover what they intrinsically value, you can engage and motivate them. The SDT theory proposes that people have three basic psychological needs, autonomy, competency and relatedness. When these needs are satisfied employees are engaged and more likely to go the extra mile. To drive autonomy you have to let employees decide how they make an impact and allow them to talk openly and make decisions. Foster an environment where everyone is there to grow and be developed, this will create a culture of competence. Constructive feedback, opportunities for employees to build skills and recognising and celebrating their achievements will create an environment of competence. Relatedness is potentially one of the biggest mistakes leaders make. Creating a sense of belonging and connectedness by fostering positive relationships, teamwork and collaboration cannot be underestimated. BEST MOMENTS “Doing more of the same as a leader is not going to be effective” “If people don't go the extra mile, it means they aren't happy to do more action than they are already doing” “Offer employees real choices and opportunities to make decisions” “It's like we are at school, but in a good way” “You're going to drive motivation to another level” “Relatedness is critical because once you get really related to people everything changes and the magic happens and you see people working better together” VALUABLE RESOURCES Like the show? Please leave or write a review on your favourite podcast platform! Let Andrea know your thoughts or share your comments via LinkedIn or via email For more information on Andrea's work and access to other valuable resources, please visit the website    If you don't want to miss any episode and receive the full article in your inbox, subscribe today to our blog Need more? Book a 30 min call here: https://calendly.com/andreapetrone/strategy. ABOUT THE HOST My name is Andrea Petrone. I'm a Human Performance and Leadership Advisor, Executive Coach and International Speaker. I help leaders and their teams to change their mindsets and master their leadership capabilities so they can achieve extraordinary performance. I've been in the corporate world for more than 20 years working globally - in 6 countries and 3 continents - for medium-large companies.

How to Motivate EmployeesDave Lorenzo and Nicola Gelormino discuss how to get employees fired up about the mission and purpose of your company. If you think your employees are only joining your company for a paycheck, you MUST watch this video.Chapters:00:00 How Do You Motivate Employees?01:00 What is the Role of Empathy in Employee Motivation?02:38 People Join a Company Because They Believe in What They Are Doing04:00 People Want to Know They Are Making a Difference04:50 Ask Employees: What Do You Want from This Relationship?07:09 Dave Asks Nicola about Litigators Who are Handling a Matter They Believe InAbout Inside BS Show with The Godfather and Nicki GThe Inside BS Show with the Godfather and Nicki G provides business leaders with inside business secrets to help them make a great living and live a great life.Since its inception in 2020, the show has been a valuable resource for CEOs and business leaders seeking the personal and professional knowledge they need to take their businesses to the next level while making the journey more rewarding. Dave Lorenzo and Nicola Gelormino have the unique ability to get their guests to share the insider secrets that have helped them dominate their industries. A new episode is released at 8 AM each business day.

In this episode, we will examine the link and importance of employees finding a sense of meaning and purpose in their jobs, and their internal drive and motivation.Our prescription for this episode: make the effort to understand how to connect daily tasks and existing opportunities to people's Sparks of Purpose.The 8 Sparks of Purpose are:-The Spark to Provide-The Spark to Accumulate-The Spark to Be Part of Something-The Spark of Loyalty to Others-The Spark to Achieve-The Spark to Stay Relevant-The Spark To Make a Difference-The Spark to Improve YourselfYou can reach out to us with questions, or to learn more about the Sparks of Purpose, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Stats Referenced:Nearly 80% of employees surveyed report that they want to work at an organization where they feel connected to the purpose and the people. - Blueboard. The State of Workplace Connection (2022)70 percent of people say they define their purpose through work. - McKinsey. The search for purpose at work [Podcast Episode] (2021)About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Can we get people to work harder and perform better if we make their pay performance-related - e.g. with performance bonuses or commissions? Does this work? Are individual or group incentives better? What does the evidence say? We know that people respond to incentives, but, as Gene Tunny and Tim Hughes discuss this episode, getting those incentives right can be tricky. Please get in touch with any questions, comments and suggestions by emailing us at contact@economicsexplored.com or sending a voice message via https://www.speakpipe.com/economicsexplored. What's covered in EP177What is performance-related pay? [0:41]The types of jobs in which performance-based pay works and doesn't - e.g. fast food vs real estate [8:09]The importance of getting incentives right and having transparency [23:16]Performance-related pay is a difficult thing to put into practice [28:24]Group-based incentive schemes - evidence from a recent European study of the Hydrema manufacturing business [52:54]Links relevant to the conversationIZA World of Labor - Performance-related pay and productivityHow group-based incentives increase worker performance | CEPRDoes Group-Based Incentive Pay Lead To Higher Productivity? Evidence from a Complex and Interdependent Industrial Production ProcessThe Use of Reward and Incentive Systems: A Case Study of McDonald's - ToughNickelMcDonald's Restaurants puts motivation and reward at heart of business strategy - Employee BenefitsGive and Take – Adam GrantPerformance-related pay | The Economist   Real Estate Agent Commissions: How Does it Work and How Much Should You Be PayingLearn the Truth About Real Estate Commissions | PropertyNowCreditsThanks to Obsidian Productions for mixing the episode and to the show's sponsor, Gene's consultancy business www.adepteconomics.com.au. Full transcripts are available a few days after the episode is first published at www.economicsexplored.com. Economics Explored is available via Apple Podcasts, Google Podcast, and other podcasting platforms.

When we bring on team members, they are bringing value into the business and in order for us to attract and retain them, we must provide value in return. Rewards structures are just one way we can provide that value and motivate employees to help the company reach its goals. This week's episode 86 of Female Founders Breaking Boundaries is about misplaced reward structures - rewarding for performance that drives unethical activity!Have you ever felt like you were WAY too busy, stressed out, burnt out, and overwhelmed, so you were advised to delegate some tasks to take things off your plate and free up some time? Except, maybe it didn't work. If getting out of the day-to-day in your business was as simple as hiring more people, then why are you still feeling overwhelmed and burned out? You are not alone! Sometimes, simply delegating tasks doesn't work and instead shifts your workload from “doing” to “managing.”I invite you to use the exercise that our own C-Suite clients use to take the first step in turning your team into a well-oiled, self-managed machine- and get you out of the delegation catch-22. Download the exercise here to get started!In this episode of Female Founders Breaking Boundaries, I'm sharing how you can go beyond hourly and salary wages to reward employees financially and actionable steps you can take right now to be specific on the guidelines for your rewards to avoid unethical activity. Some of the things I cover in this episode are:Celebrating Melanie Perkins, founder of Canva, who, despite being rejected by 100 venture capitalists in her startup phase, turned her idea into a 26 Billion dollar company. Deciding if an hourly wage or a salary wage is the right fit for your employees. What offering bonuses, profit sharing, or equity compensation might look like in your business. The benefits of having a rewards structure in place and how you can match your rewards structure to very clear, specific outcomes. My thoughts on the messages I told myself about what I could and could not do that held me back (& what I am doing to make sure my kids don't do the same).When you have a well-crafted rewards structure in place, even if your employees aren't 100% motivated by money, you're going to encourage the right type of activity that gets you closer to your goals. Thanks for listening! Be sure to tune in to all the episodes to receive tons of tools, advice, resources, support, and encouragement that resonates with the modern businesswoman and to hear even more about the points outlined above.If you enjoyed this episode, take a screenshot of the episode to share and tag me!  And don't forget to follow, rate, and review the podcast and tell me your key takeaways!Learn more about Female Founders Breaking Boundaries and Casey at https://c-suiteboutique.com/podcast/ CONNECT WITH CASEY GROMER:LinkedInCompany PersonaWork with Casey Gromer! Book an Advisory Call LINKS MENTIONED IN THIS EPISODE:Melanie Perkins LinkedInCanvaEp. 16: Using Time Blocking to Save Your SanityEp. 39: Accountability is KeyEp. 33: A Simple Strategy to Pay Yourself First

Moderator - Miriam Dushane, PHR, SHRM-CP, Managing Partner, Alaant Workforce Solutions Panelists Dave Druzynski, SPHR, SHRM-SCP, Sr. Vice President, People and Culture, Bestpass Isaac Mamaysky, Esq., Partner, Potomac Law Group PLLC, Adjunct Professor, Albany Law School Robye Margolius, Esq., Manager of Career Counseling and Co-Chair of the Well-Being Committee, Arnold & Porter Kaye Scholer LLP; Chair of Career Advancement and Management Committee, New York City Bar Association Sean Wall-Carty, Ph.D., Instructor, WGU College of Business -- Quiet quitting. The Great Resignation. Career correction. The relationship between employees and their organizations has been upended by the pandemic. About 20 million people quit their jobs in the first 5 months of 2022 alone, as many sought roles that better fit their lifestyles or values. Millions more are staying on the job, but choosing not to go above and beyond their core responsibilities. Amid this shift and intense competition for talent, HR professionals are challenged to retain and boost morale of qualified — and content — employees.  It's time for employers to self-reflect on what drove workers to leave, disengage, or sign an offer with another company. This conversation will delve into building a culture that keeps today's employees motivated, appreciated, and on the job — a core function of HR in the post-pandemic era.  In this webinar: What employees value in today's climate Instilling trust and effective wellbeing practices Strategies and challenges to building culture in remote, in-person, and hybrid environments The importance of internal communication Boosting morale through appropriate humor Legal risks navigating retention Panelists will also provide key resources that HR pros can use to dive deeper into topics discussed.

How do you keep employees motivated and excited and eager to perform… and do so without resorting to just giving them more money? Rich has 5 ideas for you today. Resource: Have Level 10 Contractor Audit Your Website for free. Click here!

How do you inspire the employee that doesn't want to listen? How do you begin to mentor a new leader? Why is it important to strategize the vision? Transformational Leadership creates a significant change in those you serve as a leader. It inspires everyone you lead to be a better version of themself and to see themselves as unique. Coaching by showing them their gifts and talents that they can use to make the organization better.  Resources:  Here is a free white paper on transformational leadership great read! here Book by Stan Toler I was talking about here  Please go to www.abqpodcast.com where you can get show notes, resources, and links to everything we talked about today to help you navigate your journey as an entrepreneur and business owner in ABQ. Follow me on Instagram at @abqjasonrigby or Alexander McCaig on LinkedIn here also sign up for our email list where I drop business & marketing secrets to help your ABQ Business!  

How do you inspire your team in the face of uncertainty and at risk of burnout? We will talk about that in today's episode of Reflect Forward: Advice From a CEO. People are feeling overwhelmed. There's so much noise and conflict in the world. Managing inflation, workloads, childcare, and other life's demands – on top of the conflict of political polarization and war – sometimes it's just too much to take. Your employees are at risk of burnout. But as a leader, not only do you have to manage these tense times yourself, but you also must keep your team motivated and moving forward. You have to support them tough these touch times to encourage their well-being. That's why I share my five tips on leading through uncertainty to keep your team motivated and reduce the chance that they will experience frequent burnout. Manage yourself: No matter how turbulent you feel on the inside, you must remind cool, calm and collected. Remember, you set the tone, and your team will be stressed out if you are stressed out. Why? Because they model and mimic you. To be this, you must prioritize self-care. You can't take care of others if you aren't taking care of yourself. Make courageous decisions: Your team needs you to make brave decisions. That means you must step into the discomfort of making difficult decisions. Your team and company require you to be decisive, especially when making tough and unpopular decisions. I get it, it's not easy, but it must be done. My best advice is to show the vulnerability that making tough decisions requires. You may not be sure of the outcome or if you are making the right decision, but you must make them. Don't be afraid of failure; instead, embrace the learning that failure might bring. Listen, listen, listen: Everybody wants to be seen and heard. It's part of why people leave their jobs; they don't feel seen, heard, and valued. Many leaders would rather hunker down and get things done, but when times are stressful, the best thing you can do is sit down and listen. Dialogue matters. Be transparent: All your employees want to work for a transparent leader. Why? No one likes to be left in the dark or to have partial or no information shared with them. Lack of transparency creates more fear and uncertainty because people tell themselves stories in the absence of information. So be transparent, tell the truth, and share as much information as possible. And okay with saying, I don't know. No one has all the answers. Build connections: Help your employees feel connected and like they are part of something bigger than themselves. Everyone wants to feel part of a team and that they belong. Ask them questions and create opportunities for them to connect with their peers. Question of the Week How do you have difficult conversations where people walk away feeling positive? You can have difficult conversations, and you can have people feel motivated and inspired and walk away feeling positive. How do you do it? Here's a straightforward trick: In addition to listening and engaging in the conversations and being open-minded, I turn negative language into positive language. You can say the same thing using positive language. For example “Your communication style is hindering your performance. You need to stop interrupting and listen more carefully to what's being said.” This statement is relatively negative. Try this instead “I'd like to talk about improving your communication style so you can be more successful. I've witnessed you interrupting, leaving people feeling like they aren't being heard. I'd like to see you develop some tools that will help you be a better listener.” Listen in for more tips on how to turn negative language into positive.

On this episode of The Insightful Leader, we learn why it's not always as simple as handing out a performance bonus.

“Employee well-being is the role of every individual in the organization and not just HR's.”Our guest on this episode is here to give us all the insights we need to build the workplace of the future. We welcome Shiromi Bose, Chief of Operations at Divum Corporate Services Pvt Ltd. Divum is a software services organization that builds new products for startups.Shiromi is the jack of all trades. Prior to joining Divum, she worked in the HR field for over two decades and specialized in areas such as talent management, performance appraisals, and audits. At Divum, she started exploring the operations side of things. She is responsible for culture building, team engagement, program management, as well as ensuring the smooth functioning of an organization.We discuss with Shiromi:How to motivate employees to achieve peak performanceHow organizations can leverage async communication to improve productivityWhat leaders should do to improve employee experience (EX) in 2022Advice for employers to integrate well-being into the flow of workWorkplace benefits landscape of the futureHow to motivate employees to achieve peak performance?Regular feedback integrated into a coaching and mentoring session can help motivate employees. Ensure that the feedback given and received from the employees is recorded digitally so that the organization & the employee act on it and grow.How can organizations leverage async communication to improve productivity?Employees work better when they are not micromanaged and are given flexibility. Using asynchronous communication, employees can respond to messages whenever they're available.What should leaders do to improve employee experience in 2022?Leaders need to be async with what the employees want and then structure the programs accordingly. A good employee experience can help retain employees in the long run. Their passion and purpose need to be addressed.Advice for employers to integrate well-being into the flow of work.Organizations should be more empathetic towards their employees. Managers should have informal conversations, 1v1s with the team to check on them, and ensure they are doing well.Where do you see the workplace benefits landscape in the future?Organizations should understand that the requirements of every individual are different. Hence, it is necessary to be flexible with the benefits offered.Follow Shiromi on LinkedInProduced by: Priya BhattPodcast Host: Shwetha ParshiAbout Springworks:Springworks is a fully-distributed HR technology organization that is building tools and products to simplify recruitment, on-boarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify — B2B verification platformEngageWith — employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingand more...

Subscribe today and try the full course FREE for 3 days! https://www.ieltsspeakingblog.com/weekly-lessons/36158/buy A transcript of what is heard in this episode: How can an employer persuade employees to work better? I suppose it depends on what you mean by “better.” If you mean more effectively, I think inspiring a sense of ownership and inclusion is important. When employees feel like the success of a company hinges on their involvement, they feel an obligation to perform better. If they are acknowledged and rewarded for their efforts and feel like their contributions matter, they may be persuaded to contribute as much as they can.

Motivation doesn't have to break the budget. Who got it in our heads that money and expensive gifts were the only way to get a motivated staff? Don't buy into that. You can - and should - motivate your team with the free methods we discuss during this podcast episode. Get the free HR Toolkit: www.hrcircleonline.com/toolkit Instagram: @sarahtorresferrick --- Send in a voice message: https://anchor.fm/leadingyourteam/message

Episode #745 Huge learning opportunity right here! You don’t get motivated by fixing the things that de-motivate you! Those just get you to “normal.” If you want to go way above normal and truly motivate yourself and others, listen to this podcast! The Entire Article is here: https://ldrtribe.com/2wqKpmG http://www.leadertribe.com/blog-post/engaged-employees-make-you-22-more-money

What drives creative people to do what they do and how can we motivate people to be more creative? This is a particularly important question for businesses. While an entrepreneur might start a company because they're already motivated to innovate, they have far less control over the people they hire. There are 2 types of motivation that dominate creativity research: Intrinsic and Extrinsic motivation. Intrinsic motivation is when we are motivated from the inside. We're intrinsically motivated whenever we do something because of the way it makes us feel. Any time you engage in some type of play, you're doing it for intrinsic reasons. Playing is always intrinsic because the only outcome is to feel good. We're extrinsically motivation whenever we do things for outside rewards. When we go to work for the sole purpose of receiving a paycheck, we're extrinsically motivated. Our inspiration to take action is coming from the outside world. While there are quite a few caveats, creativity researchers agree that, in general, intrinsic motivation is by far the best when it comes to creativity. In fact, more often then not, extrinsic, outside motivations tends to backfire. Companies that give their employees a good salary might reasonably expect creative output in return. But from the employee's point of view, why risk their high salary by suggesting crazy ideas that have a high chance of failure? These well-paid employees are highly motivated, they're just not motivated in the way that their employers think they are. Employees that are motivated by the next paycheck aren't going to be risking that paycheck. These employees are going to be motivated to pursue marginal change. They'll still offer creative ideas, but only ones that feel like safe bets. This means linear augmentation will become the norm. This is exactly the kind of products we see coming out of large, bureaucratic organizations. They take safe bets by adding small improvements to old ideas. There isn't an easy answer for making employees more intrinsically motivated. One of the best ways to start this process is by validating the creativity of employees. Sure, at the end of the day they might only be here for the paycheck, but everybody loves being validated. Everyone loves being seen as unique and valuable. Simply validating other people's creative work can boost their confidence and make them much more likely to offer future ideas. This isn't a silver bullet, but that's the point. People won't be intrinsically motivated because you told them to. They need to do it for their reasons. For the creative leader, the subtle approach is the best one. FB Group: Facebook.com/KaizenCreativity (Interact with other listeners, ask questions, leave comments) Twitter: Twitter.com/JaredVolle Podcast Links: JaredVolle.com/Podcast Support The Show: JaredVolle.com/Support Review to raise money for Meals On Wheels: https://www.podchaser.com/podcasts/kaizen-creativity-1574982 --- Send in a voice message: https://anchor.fm/kaizencreativity/message

094. Setting up Incentive System That Motivate Employees at Berkshire

Giving Feedback to employees -The first step is to think about if your employee needs appreciation, mentoring or evaluation.Appreciation is very straightforward, who doesn't like to be appreciated? The trick is to get in quick. If an employee does something well, notice and appreciate the act. Tell them quickly why the memory is fresh for both of you. This will reinforce their behaviour to do more of the same. Acting quickly and positively will build better relationships. New employees or employees working on a project for the first time will benefit greatly from feeling appreciated. When we mentor our employees we are trying to help them learn and grow. They may deliver a speech and struggle in some of the presentations. This would be a good time to mentor and show how they can improve. Finally, we have the evaluation - this is when we let our employees know where they stand. We can let them know if they are meeting expectations or not. When in any of the situations you need to remember one key thing - There are three aspects to consider - You, what you will say - your employee and either the problem or act you are appraising.Many employers focus on the problem and not the employee. Do this and you will alienate the other person. If your employee feels unlistened to they will resent your advice. The last thing wanted is a meeting that ends in frustration and the employee feels attacked. The way forward is always to let your employees know your intentions. Side with them to work on the problem. You want them to do well, you are in their corner, let them know. If your employee expresses concerns, repeat what they tell you, this reinforces that you have listened. Loo at the concerns and ask for feedback on what the employee sees as a solution. Very often the employee has better ideas as they are on the ground floor seeing problems as they happen.When you listen to your employee try to see their point of view. Do not judge, instead show you empathise with them. This will reduce stress and allow for a better understanding of each other.Add praise whenever you can, people love to be praised. Obviously not for every little detail as people will start to block it out. In study's, 80% of managers say they praise regularly however on 20% of employees say they hear the praise. Effective managers give way more praise than criticism. A study at the University of Michigan found the highest performing teams received 5.6 times more praise for every criticism. Praise is most effective when the recognition is because the act benefitted the team. When an employee works on something they are good at for part of their job, they get rewarded anyway for doing their job, when the task benefits the whole team, this is a great time to praise. Letting employees know how they benefit others creates awareness of how they impact the whole business. Praise your employees for benefitting the team and they will be hungry to do more. The more the team benefits the stronger the company grows as a unit. The hardest part of feedback is when the conversation starts with a negative and a difficult. Always give negative feedback on a 1-2-1 basis the only exception is when the issue concerns the whole team. When addressing a team, be careful not to single out just one person. When I coach my employees it is always with a growth mindset, this shows them that everything they need to improve can be learned. For instance, if an employee didn't sell a product. I wouldn't tell him he was terrible at sales and a bad negotiator.Read more at www.taylormadecoaching.co.uk

Oh the big question... How do you get your employees to do their best work? You pay them right? Well, there is actually more to it. In this episode we talk about how to motivate your employees to be high performers. Get the free HR Toolkit: www.hrcircleonline.com/toolkit --- Send in a voice message: https://anchor.fm/leadingyourteam/message

It's natural for leaders to emphasize the importance of hitting financial targets, but making numbers the centerpiece of your leadership narrative is a costly mistake. Financial results are an outcome, they're not a root driver for employee performance, and a growing body of evidence tells us that overemphasizing financial targets erodes morale and undermines long-term strategy. Leaders looking to motivate employees must instead use their time with their teams to build belief in the organizational purpose. How to achieve this? What tactics can we use? Leaders seeking to ignite creativity and drive exponential effort must go upstream, using their time with their teams to build belief in the organizational purpose, the intrinsic value of the employees' work, and the impact the teams have on customers, and each other. Here are three ways to do that: Evaluate your leadership “airtime.” When Mike Gianoni took over as the CEO of SaaS firm Blackbaud, he flipped the way they conduct town halls. Previous leaders spent the majority of their airtime sharing financial results. Gianoni took a different approach. He began using his time to discuss the impact Blackbaud was having on customers, and he directed his leaders to do the same. When people feel good about what they do and they're more successful, they're not going to look for another job. Discuss individual customers with emotion and specificity. The more clearly an employee understands their direct impact, the more likely they are to go the extra mile; they also experience greater fulfillment in doing so. When we know our work matters to an individual person, we rise to the occasion. Discussing customers in the aggregate does not create the same emotional pull. Instead, when you speak about customers, even if your team does not interact with them directly, use their real names, talk about the businesses they have, and show your team that real people are counting on them. Resist the pull of the “FYI.” In our consulting practice we routinely observe well-intended leaders who in an effort “to keep their team informed” pass along everything that pertains to financial performance. It's natural, because the gravitational pull of most organizations leans towards the numbers; it's what gets reported and thus it's routinely forwarded down. You can decide what to share and what not to share by asking yourself questions like: What does my team need to be thinking about on a daily basis to accomplish these goals? How do I want them to behave with customers and each other? Filter out the noise coming from other places in the organization and focus your language on the two things that are 100% within the control of your team: their mindset and their behavior. As we face a future of potential uncertainty and unrest, it's crucial for leaders to help their teams stay engaged. You can improve your team's performance (and their emotional well-being) by making sure your airtime, your metrics, and your language communicate one simple message: Your work matters. How do you communicate with your employees? Do you share financial information? How do you motivate your employees? Earle Mcleaod, L. & Lotardo, E. (2021, February). Financial Targets Don't Motivate Employees. Harvard Business Review.

Top 3 Factors Motivate Employees (2020) | Omkara Cheetrala: https://www.youtube.com/watch?v=RNEOlmNIJJE&list=PLnMl0ZlFDRJRwWt7Ajvn46NtQlqWHoqiL&index=1 SHOW LESSDo you own a Company? Or Are you in a leadership position? Or Do you want to know how you can be a better leader to the team you lead? Listen to this video, all the best. Support This Channel: ======================== ==SUBSCRIBE== https://bit.ly/2XfnFS1​==LIKE== Your "Likes" help more people find our videos. ==COMMENT== Comment and ask Questions ==PATREON== Coming Soon ==========Hashtags============== #WFH​ #OmkaraCheetrala​ #WorkFromHome​ #AskOm​ #AOM​ #AskOmAnything​ #AskMeHow​ ========Our===Communities========= Telegram: https://t.me/omkaracheetrala​FB Community: https://bit.ly/2QWa66s​FB: https://bit.ly/32uHTZ4​LinkedIn: https://bit.ly/2wMp73w​Insta: https://bit.ly/38YAIdL​Book Now: https://bit.ly/2HF0UhD​ ========References================ Tools Used: Microsoft Office PowerPoint Cyberlink Powerdirector 18 --- Send in a voice message: https://anchor.fm/omkara-cheetrala/message

This week, David Chamberlin, Managing Director at CRA, Inc., joins Business Security Weekly to discuss preparation for a security incident and how to develop a communications plan that's simple and effective. In the Leadership and Communications section, Financial Targets Don’t Motivate Employees, Texas power outage flags need to revisit business continuity, Security job candidate background checks: What you can and can't do, and more!   Show Notes: https://securityweekly.com/bsw207 Visit https://www.securityweekly.com/bsw for all the latest episodes!   Follow us on Twitter: https://www.twitter.com/securityweekly Like us on Facebook: https://www.facebook.com/secweekly

In the leadership and communications section, Financial Targets Don’t Motivate Employees, Texas power outage flags need to revisit business continuity, Security job candidate background checks: What you can and can't do, and more!   Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw207

This week, David Chamberlin, Managing Director at CRA, Inc., joins Business Security Weekly to discuss preparation for a security incident and how to develop a communications plan that's simple and effective. In the Leadership and Communications section, Financial Targets Don’t Motivate Employees, Texas power outage flags need to revisit business continuity, Security job candidate background checks: What you can and can't do, and more!   Show Notes: https://securityweekly.com/bsw207 Visit https://www.securityweekly.com/bsw for all the latest episodes!   Follow us on Twitter: https://www.twitter.com/securityweekly Like us on Facebook: https://www.facebook.com/secweekly

In the leadership and communications section, Financial Targets Don’t Motivate Employees, Texas power outage flags need to revisit business continuity, Security job candidate background checks: What you can and can't do, and more!   Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw207

In today's episode, Matt chats with Nathan Christensen, CEO of Mammoth HR | ThinkHR out of Portland, OR. They are talking about how to motivate employees. During this insightful episode, Matt and Nathan cover the following topics: Can you motivate your employees? How do you help your team to reach their potential When it is ok to let your teammates fail Human resources does not have to be complex. Let's break things down in a way that can save you time and energy. Have an HR question you would like us to answer? Email us at support@ergpayroll.com with the subject line “Podcast Question” and we will answer it on air. More about Nathan Nathan is CEO of ThinkHR and Mammoth HR, companies that deliver on-demand HR solutions to over 300,000 small and mid-size businesses nationwide. Nathan has been named a “Game Changer” in the HR field by Workforce magazine and was selected by the Portland Business Journal as a member of the “Forty Under 40” class. He is a recognized industry leader, speaker, and writer in the fields of leadership, human resources strategy, company culture. Nathan's articles on management, human resources strategy, and public policy have appeared in publications such as The Washington Post, Fast Company, Forbes, and Workforce. He has also served as an adjunct professor at Lewis & Clark Law School and as a visiting lecturer at The Wharton School of Business. How can I support the podcast? If you enjoyed this episode, let us know by clicking the link and sharing what you learned. Click here to share your number one takeaway from the episode. Please rate us five stars on your podcast player and encourage us to create more valuable content for you. --- Send in a voice message: https://anchor.fm/hr-simplified/message

Last week, in this new mini-series Virtual People & Performance Management we shared practical advice on the importance of setting clear expectations. Without doubt, we must follow with Regular Reviews. After all, high performance is not accidental. It's a process.   In this episode we focus on Regular Review's through formal or informal 1 to 1's or check-ins. Indeed, this is proven to be the key to sustained high performance against expectations. Furthermore, we explore how this new, virtual environment could be the catalyst to establish new norms. Thus, overcoming historical weakness in this crucial area.    KEY TAKEAWAYS Certainly, many Managers and Employees are used to transactional interactions. With no structure applied to routine and regular reviews. Interestingly, when we conducted a survey in 2019 on the frequency of 1 to 1's there was a disconnect between Managers and Employees. Indeed, only 17% of Employees reported having a pre-diarised schedule of reviews. The PERFORM Model can be applied as a whole and to each review. Furthermore, creating this structure results in high performance. Without doubt, we must be more observant in this hybrid, virtual world. Without the day to day interactions we should ensure focus on noticing behaviours. Indeed, we put People First in our interactions. BEST MOMENTS ‘More so than ever we must take time to 'start with the person'' ‘Follow the pattern for reviews - Supportive, Structured and Predictable' ‘Energise and Motivate Employees with a burst of Management energy!' ‘High Performance isn't accidental, it's a process built on trust' VALUABLE RESOURCES Virtual Management Training Course Virtual People & Performance Management Podcast Short Series Playlist Virtual People and Performance Management - Expectations Join the HR Uprising LinkedIn Group The host of the HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, and author of the best-selling book 'How to be a Change Superhero'. Actus Software resources particularly relevant to this podcast:  E-Book: Virtual People & Performance Management Infographic: The PERFORM Model 5 Steps to Boost Employee Energy 10 Tips for Managers to Encourage Wellbeing 11 Ways to Enhance your Wellbeing How to Prioritise Self-Care Worksheet Furthermore, you can find additional free HR Resources on the Actus Website: https://actus.co.uk/free-performance-management-resources/ Change Superhero Resources Training: Virtual Change Superhero Training Book: How To Be A Change Superhero - by Lucinda Carney Free Change Toolkit: www.changesuperhero.com The HR Uprising Podcast | Apple | Spotify | Stitcher   Latest Performance Management Blog   ABOUT THE HOST   Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. Certainly, it was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. "When we look up, we rise up” Contact Method Join the HR Uprising LinkedIn community - https://www.linkedin.com/groups/13714397/  Email: Lucinda@advancechange.co.uk  LinkedIn: https://www.linkedin.com/in/lucindacarney/  Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising YouTube: Channel See omnystudio.com/listener for privacy information.

This simple podcast reveals a simple strategy to motivate employees to go above and beyond the call of duty. Employees need their minds fueled just like a ar so they run smoothly - this podcast shares some simple ideas to do that and motivate!Get Information on our NEW Digital Coaching Service for employees: click here

This simple podcast reveals a simple strategy to motivate employees to go above and beyond the call of duty. Employees need their minds fueled just like a ar so they run smoothly - this podcast shares some simple ideas to do that and motivate!Get Information on our NEW Digital Coaching Service for employees: click here

Over the past couple months, the United States, has been in a stage of social non-engagement. This does not mean we have to be cut off from our friends, families, or colleagues. Janis Allen briefly discusses how she and her colleagues came up with a creative way to engage with their audience by using her 5 Steps to Engage and Motivate Employees. Take Janis Allens Course - 5 Steps to Engage and Motivate Employees Similar Courses - How to Begin Lean 5S in Your Workplace - Mike McCarthy Eight Foundational Skills for Process Improvement Team Leaders and Members - Mike McCarthy

Business success is dependent on employee engagement and development. Mentorship is a proven component of a healthy and thriving workforce, but helping employees build meaningful mentor-mentee relationships is not as easy as you would think.  Julie Kantor, founder and CEO of Twomentor, has made it her mission to help people and the companies they work for create mentorship programs that deliver real value. In fact, she has more than 20 years of workforce development experience, delivering keynotes on mentorship and entrepreneurship around the globe. Today, Twomentor works with clients to build sustainable inclusion mentoring and sponsorship initiatives to drive employee engagement and retention.  In this episode, Julie walks us through how companies can step up (or create) their mentorship programs and explains what so many people are getting wrong that prevents them from fully reaping the benefits of their mentor-mentee relationships.  Learn more, and find the complete show notes, at https://www.strategicmomentum.co/episodes/65 (https://www.strategicmomentum.co/episodes/65) . Resources: Connect with Julie via Email (mailto: julie@twomentor.com)   Visit Twomentor's website (https://www.twomentor.com/) Watch “ Four Ways to Start Your Corporate Mentoring Program (https://youtu.be/hHKiDdtc34k) ” Subscribe to the Strategic Momentum podcast: On Apple Podcasts (https://itunes.apple.com/us/podcast/strategic-momentum/id1261436986?mt=2) On the Google Play Store (https://play.google.com/music/listen#/ps/Ime3k7finzrap7xqdhtewtqogk4) On Stitcher Radio (https://www.stitcher.com/podcast/music-evo-review/strategic-momentum?refid=stpr) On Spotify (https://open.spotify.com/show/37gZozvPDvEaQwSs3fqvKl?si=gU8O7_UFScWfkFUf3x1Tmw) Strategic Momentum is produced by (http://crate.media)

https://perfect24hours.com/how-to-motivate-employees-in-the-workplace/

Google analytics says that this question is asked a lot. Employees want to watch Netflix and March Madness games while working, so there are tools out there to make it look like you’re working when you’re actually not. Listen to this episode to learn how to get the best out of your employees. There’s one secret that you will want to know. Check it out!

Motivating employees can have some pitfalls for first-time business owners when they don't take in the variables of how it can affect the bottom line on the balance sheet. I will show you how to motivate employees without breaking the bankPizza parties, PTO and vacation days sound like great ideas for motivating employees but can major issues if not done right or over used.

Your employees don’t contribute, they lack motivation, but they are always looking for better pay? In this podcast episode I’ll show you how to fix this. You'll find the shownotes here: https://www.berndgeropp.com/episode021  

Want to know how to motivate employees? Are you the management coach to house cleaners, maids or cleaning technicians? If so, here are some creative ways to motivate your staff and inspire your team. Million-dollar maid service Go 2 Girls, CEO, Crystal Hamm shares ways to motivate employees with incentives. It's about training, and company culture, and sure bonuses. It's about personal development and managing emotions. #SavvyCleaner is the producer of the #AskaHouseCleaner and #CareSeries. And other sponsors are Savvy Perks (perks for small businesses and their teams.) *** CONNECT WITH CRYSTAL HAMM *** https://go-2-girls.com https://milliondollarmaid.com *** MORE VIDEOS ON THIS TOPIC *** Pay for Performance: Theory and Practice - WorldatWorkTV - https://youtu.be/NTtCAyBe6Ak Culture Turnaround Series - Transparency - Quality Driven Software - https://youtu.be/Ege3rgYWva0 Pay for Performance (Compensation Plan) - Gregg Learning - https://youtu.be/-XqfsfLiy90 Stop Trying to Motivate Your Employees | Kerry Goyette | TEDx Talks - https://youtu.be/7lhVUedc1a4 Pay for Performance - Martha Woodward (House Cleaners & Maids) - Angela Brown - https://youtu.be/DPkCNUsVI-c   *** RESOURCES FROM THIS EPISODE *** It's the Manager - https://amzn.to/2LT1TyR 365 Ways to Motivate and Reward Your Employees Every Day: With Little or No Money - https://amzn.to/2LS5uNL Carrots and Sticks Don't Work: Build a Culture of Employee Engagement with the Principles of RESPECT - https://amzn.to/2LTU3F8 Managing to Have Fun: How Fun at Work Can Motivate Your Employees, Inspire Your Coworkers, and Boost Your Bottom Line - https://amzn.to/31aWkQa Engaging the Hearts and Minds of All Your Employees: How to Ignite Passionate Performance for Better Business Results - https://amzn.to/2K76f3q We are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for us to earn fees by linking to Amazon.com and affiliated sites. We are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for us to earn fees by linking to Amazon.com and affiliated sites.   *** OTHER WAYS TO ENJOY THIS SHOW *** ITUNES - http://apple.co/2xhxnoj STITCHER - http://bit.ly/2fcm5JM SOUNDCLOUD - http://bit.ly/2xpRgLH GOOGLE PLAY - http://bit.ly/2fdkQd7 YOUTUBE - https://goo.gl/UCs92v *** GOT A QUESTION FOR A SHOW? *** Email it to Angela[at]AskaHouseCleaner.com Voice Mail: Click on the blue button at https://askahousecleaner.com *** HOUSE CLEANING TIPS VAULT *** (DELIVERED VIA EMAIL) - https://savvycleaner.com/tips *** FREE EBOOK – HOW TO START YOUR OWN HOUSE CLEANING COMPANY *** http://amzn.to/2xUAF3Z *** PROFESSIONAL HOUSE CLEANERS PRIVATE FACEBOOK GROUP *** https://www.facebook.com/groups/ProfessionalHouseCleaners/ *** VRBO AIRBNB CLEANING FACEBOOK GROUP *** https://www.facebook.com/groups/VRBO.Airbnb.Cleaning/ *** LOOKING FOR WAY TO GET MORE CLEANING LEADS *** https://housecleaning360.com *** FOLLOW ANGELA BROWN ON SOCIAL MEDIA *** https://Facebook.com/SavvyCleaner https://Twitter.com/SavvyCleaner https://Instagram.com/SavvyCleaner https://Pinterest.com/SavvyCleaner https://Linkedin.com/in/SavvyCleaner *** WHAT IS ASK A HOUSE CLEANER? *** Ask a House Cleaner is a daily show where you get to ask your house cleaning questions and we provide answers. Learn how to clean. How to start a cleaning business. Marketing and Advertising tips for your cleaning service. How to find top quality house cleaners, housekeepers, and maids. Employee motivation tactics. Strategies to boost your cleaning clientele. Cleaning company expansion help. Time-saving Hacks for DIY cleaners and more. Hosted by Angela Brown, 25-year house cleaning expert and founder of Savvy Cleaner Training for House Cleaners and Maids. *** SPONSORSHIPS & BRANDS *** We do work with sponsors and brands. If you are interested in working with us and you have a product or service that is cohesive to the cleaning industry read this: https://savvycleaner.com/product-review *** THIS SHOW WAS SPONSORED BY *** SAVVY CLEANER - House Cleaner Training and Certification – https://savvycleaner.com MY CLEANING CONNECTION – Your hub for all things cleaning – https://mycleaningconnection.com HOUSECLEANING360.COM – Connecting House Cleaners with Homeowners – https://housecleaning360.com SAVVY PERKS – Employee Benefits for Small Business Owners – https://savvyperks.com VRBO AIRBNB CLEANING – Cleaning tips and strategies for your short-term rental https://TurnoverCleaningTips.com

Are you tired of dealing with employees who don't show the least bit of initiative or motivation?  Are you about ready to give up on them?  Before you do, take a listen to this episode of the show where I interview Linda Roszak Burton.  Linda, author of the book Gratitude Heals,  is a leadership and team coach that uses the science behind gratitude and recognition to reach individuals on a different level.  Her interview gives you lots of practical tips that you can put to use immediately.

This episode continues to explore how you can motivate employees, first by reviewing relational and developmental employee needs and then combining all the needs discussed in this and the previous episode.

This episode explores how you can motivate employees, first by reviewing Maslow's hierarchy of needs and then covering essential and procedural employee needs.

Welcome to episode 186! Do you have the right tools to assess your talent and ensure you have the right employees on your bus doing the right jobs? We began the People Decision series on episode 184 with Core Values and last episode 185 on how to assess your staff based on Topgrading principals A, B, or C players. We also have awesome Free worksheets on how develop Core Values, how to evaluate your employees and make decisions to retain, motivate thru mentoring, coaching and lastly when to fire bad employees. The first bonus is Topgrading eGuide compliments of Brad Smart and his team plus bonus #2 is an in depth spreadsheet called Employee Evaluations Activity which is a brilliant way to evaluate your staff.   Maxum Corporation - Inspiring Greatness Show Notes: http://maxumcorp.com.au/podcasts/

Does it seem like your employees lack motivation? It could be that they're not challenged or fulfilled by their tasks. Here is a little insight in what you can do to help right the situation.

Show Summary: (Full Transcript Below) Blind Abilities presents another guest from the Sagebrush Convention for the Business Enterprise Program (BEP), held in Las Vegas a few months ago. Jeff Thompson caught up with Ardis Bazyn who has written several books on topics including a 3-part series called Building Blocks for Success, addressing how to create and manage a business, Church or organization, with inclusion and accessibility in mind, as well as a book with recipes, tips and tricks which she originally wrote for her daughters. Ardis is currently working on a book about herself in which she describes her journey into blindness in hopes that others might learn to cope with challenges and change. Ardis is an active public speaker, talking to small and large groups on change, entrepreneurship, and a variety of other topics. She also serves as a coach to individuals who take on new challenges, whether in dealing with blindness or undertaking a new business endeavor. You can find Ardis on the web at www.ardisbazyn.squarespace.com If you are interested in becoming your own boss and want to run your own business, contact your state services, your Devision of Vocational Rehabilitation and see what opportunities they have for you. You can find out more about RSVA on the web at www.randolph-sheppard.org Here is a podcast all about the BEP: The Business Enterprise program: Business Ownership Opportunities and a Promising Career   Thanks for Listening! You can follow us on Twitter @BlindAbilities On the web at www.BlindAbilities.com Send us an email Get the Free Blind Abilities App on the App Store. Get the Free blind Abilities App on the Google Play Store Full Transcript: Introducing Ardis Bazyn, Motivational Speaker, Author and Coach #SageBrush Pete Lane: Hi folks, this is Pete Lane. Welcome to Blind Abilities. Today, Jeff Thompson and I would like to introduce Ardis Bazyn. Pete Lane: Ardis is a multi-talented individual. Ardis Bazyn: I've written several books, one is a series, Building Block to Success. There's a lot of accessibility throughout it. Pete Lane: She is an author. Ardis Bazyn: I'm currently writing a book about myself. I started when I lost my sight to help people realize the various secrets there are to coping with challenges and change. Pete Lane: ... sharing her business acumen and her life experiences. Ardis Bazyn: I speak to all sizes of audience, I think the smallest group I've spoken to is about eight, and I've spoken for groups as large as 1500. Pete Lane: She's a motivational speaker, talking about coping with challenges and change. Ardis Bazyn: I do a lot of talking on entrepreneurship, what things people should think about before they consider entrepreneurship. Sometimes people hop into it and then aren't successful because they didn't really think of all the business aspects. Pete Lane: ... and entrepreneurship. Speaking from personal experience ... Ardis Bazyn: I was in the Randolph Sheppard program for 27 years. I had six different facilities. Pete Lane: ... and success. Ardis Bazyn: While I was in Iowa, I had gone to college and gotten my BA's in public relations and speech communications, and I also got my master's degree in education. Pete Lane: ... highly motivated. Ardis Bazyn: I feel it's important to continue your classes, even if you're in a job, even if you have a career. Check out the college disabilities services before you sign up for college. Make sure that you go to the one that's gonna help you the most. Pete Lane: And today, she shares her experiences with us. Ardis Bazyn: I keep pretty active, because I think it's important for blind people to show other blind people what they can do if they get out there, network with people. Pete Lane: Jeff had the pleasure of connecting with Ardis at the Sagebrush Convention for the Business Enterprise Program in Las Vegas just a few months ago. So take a few short minutes, sit back and relax, and meet Ardis Bazyn. Jeff Thompson: Welcome to Blind Abilities, I'm Jeff Thompson, and I'm talking to Ardis Bazyn, and she is a speaker, author, coach. She's here with us today at the Sagebrush Convention here in Las Vegas. How are you doing, Ardis? Ardis Bazyn: Fine, nice to be talking to you. Jeff Thompson: Ardis, could you tell our listeners a little bit about the books you've written and the stuff you've been up to? Ardis Bazyn: Sure, no problem. I've written several books, one is a series, Building Blocks to Success. The first one is Does the Image of Your Church Attract Members. The second one is Does the Image of Your Organization Attract Members. And the third one is Does the Image of Your Business Attract Customers and Motivate Employees. Covering all the gamuts of each particular type of organization, everywhere from networking ... Ardis Bazyn: Well, the business one for example, it's everything from getting a database together, how to work with your community, how to do seminars and conferences, how to do a newsletter, PR, customer base, all the different aspects. Being open to all people. Ardis Bazyn: There's a lot of accessibility throughout it, like how to make sure you have an accessible newsletter, an accessible website, accessible activities, like if you have seminars, make sure you think about the people that might be coming and what the audience might need as far as accessibility goes. So all three of those books cover accessibility and involving everyone. Ardis Bazyn: A lot with the blindness perspective, but I also talk about other disability. Accessibility, like if you have a business, you wanna make sure your aisles are wide enough for wheelchairs. Make sure where hold meetings people don't have to climb steps, and that whole aspect. Different disability-related access, that kind of thing. Ardis Bazyn: And then I have a fourth one which is more of a fun book, it's my family favorite. I actually started it by doing it for my daughters, I wanted to know about all the recipes we used growing up, and then talked about healthy tips and tricks and also substitutions, that kind of thing. I started that as just for them, but then I decided, “Well, I might as well just offer it to other people too.” Ardis Bazyn: And then I'm currently writing a book about myself. I started it when I lost my sight, and go from there. Basically I'm writing that to help people to realize the various secrets there are to coping with challenges and change. Some people look at it as a tragedy, but I think there's positives too, because you can teach others how to change, how to do things differently, and how to just be active no matter what your disability. Jeff Thompson: And that's the book that you're working on now? Ardis Bazyn: Yes, mm-hmm (affirmative). Ardis Bazyn: I speak to all sizes of audience. I think the smallest group I've spoken to is about eight, and I've spoken for groups as large as 1500. My most requested speaking topic is Secrets to Coping With Challenge and Change, but a lot of them are on leadership, membership development for organizations, helping people to plan for a successful future, whether that's a career or just being successful in whatever the person does. Ardis Bazyn: I do a lot of talking on entrepreneurship, the value of entrepreneurship, how to get to be an entrepreneur, what things people should think about before they consider entrepreneurship. There's lots of different areas that people should think about. Sometimes people hop into it and then aren't successful because they didn't really think of all the business aspects before they jumped into it. Jeff Thompson: So, without being a spoiler, what are some of the secrets that you have in that talk? Ardis Bazyn: I ask people to think about their resources. If they have money tucked away that they can use for it, or if they know other people with money where they might be able to borrow some money to get started. Also, what other resources they might have, what is their background, what is their previous experience, have they worked at a job where they could use those skills in building a business? Ardis Bazyn: For example, if they worked for a computer tech company, well, maybe they could go on their own and either teach technology, or they could fix computers for people, or work with people on iPhones, etc. Or, perhaps they have a background in bookkeeping, they've worked for an accounting firm. Well, they might wanna go on their own to have their own accounting firm. Ardis Bazyn: So a lot of the skills they can look at, “Okay, what do I have to offer that I could create into a business?” There's also ready-made businesses, [inaudible], Mary Kay, work for a blindness company, selling JAWS, selling computer software access technology. You can look at those, those are already built in, and you just have to know how to be able to network with a lot of people to be able to sell the products, and also to train people under you to sell the products and services. Jeff Thompson: So you help them, before they make the leap, decide if they wanna take that step. Ardis Bazyn: That's correct. And a lot of retired people now want to have something to do once they retire. Let's say they worked for a company 25, 30 years, and they retire, but they're still young enough that they don't wanna just sit down in a rocking chair. So then they might be open to doing some of the things that they had done in their prior business. Ardis Bazyn: Perhaps they do a lot of background checks and stuff for a company. They wanna retire from that company, but they still wouldn't mind doing a little bit of that on the side. So I like to talk to younger people in transition, and then also older people that just wanna consider what they could do later on in life. Jeff Thompson: Older transitioning people. Ardis Bazyn: That's correct. Jeff Thompson: So what kind of businesses have you participated in throughout the years? Ardis Bazyn: I was in the Randolph Sheppard program for 27 years. I had six different facilities, I've had two cafeterias that I managed, one had up to 13 employees because it was the legislative building in Pierre, South Dakota, so it was the cafeteria for the capitol. The other one had five employees, [inaudible] data center in Ames, Iowa, and there I had also about 20 vending machines in another building. Ardis Bazyn: And then I had three different snack bars, I had one in Pierre, South Dakota, one in Sioux Falls, South Dakota, and one in Dubuque, Iowa. That one also had a vending route with it. And then my last facility in food service was for the Cedar Rapids Post Office in Cedar Rapids, Iowa. There I had 57 vending machines in 13 different buildings at the highest point. Ardis Bazyn: But I moved to California in 1999, and to stay in that field I would have had to go through training all over again and start basically from scratch, because the Randolph Sheppard Program, each state agency has different rules, so you have to just go through the training again whenever you move from one state to another. And some states are more open to that, and sometimes will cut down your training, and other states aren't. It kinda depends. Ardis Bazyn: But while I was in my last location in Iowa, I had gone to college and gotten my BA's in public relations and speech communications, and I also got my master's degree in education. I had decided that I would like to make money. I had been doing a lot of speaking and coaching, but it was more just helping churches and so forth, so I wasn't charging fees. So I figured if I got my education, then I would have the qualifications to be able to actually charge a fee to speak and work with people. Jeff Thompson: We focus a lot on transition-age students that are going from high school to college to the workplace, and a lot of seniors who are, like you just mentioned, transitioning. What kind of tools for success did you use? Ardis Bazyn: I always tell people that it's important to learn as much as you can, and I am a lifetime learner, in fact just this last fall I completed a four-year program to receive an MBA certificate. I feel it's important to continue your classes, even if you're in a job, even if you have a career, because the more you learn, the more you can add to your knowledge base, and the more able you are to transition to something else if you get bored with what you're doing, or if you lose your job, etc. Ardis Bazyn: And I know I've talked to some transition groups for state agencies, and one of the keys I always tell people is be open to anything. Because if you limit yourself, then something might come along and you might decide that that might be the career you want. People sometimes say “Hey, I don't wanna go into that Randolph Sheppard program”, or “I don't wanna go to college”, or “I don't wanna go into technology”. Ardis Bazyn: But you should be open and check out everything, because you might change your mind once you start college and take a few courses. Or, if you decide to go to a technical school, you could start out take a few courses and then decide that that's not for you. So I think you need to just remain open and listen to people around you. Ardis Bazyn: Actually, it's a good idea to shadow somebody. If it's in a career that you think might be of interest, go to that business and follow them for a few days. And there's a lot of people that are in business and in companies that'd be more than happy to have you shadow them for a little while. Because they wanna make sure that any employee would have the right skills, and it's much better to do a shadow position, or do an internship, and then you can decide, “Hey, I really like this,” or “I don't like this.” Jeff Thompson: How about PC or Mac? Ardis Bazyn: I like PC. I do use an iPhone, I bought an iPhone a few years ago, and I've been using it a little bit more. But I still don't like the touch screen as well as I do the PC. Plus, I've noticed people have iPads, but you can't put a thumb drive in them. Ardis Bazyn: I use a BrailleSense, in fact I carry one with me at conferences, and I can take notes, and I like to use braille, and I'm a big friend of thumb drives. I plug in thumb drives and pop it over to my PC, and then I can rewrite, revise, etc. faster on my PC than I can on my BrailleSense. I just really enjoy PC, plus it holds so much more. I like it for that reason. Some people use both, but ... nah. Jeff Thompson: As an author, is there a certain software that you use to do your writing? Ardis Bazyn: I use Word for the most part. Now, I do ... On my note taker it's text for the most part, but then I transition over to Word I usually copy it into Word, because I'm more used to Word and I can search for stuff and check out how many words there are and so forth better in Word than I can some of the other. Ardis Bazyn: I'm an Excel user, I use Excel for different databases. I don't use the other ones too much. I'll read PowerPoint, but when I speak I don't use PowerPoint, I tend to like handouts better. Because I've found a lot of people misuse PowerPoint. They'll be reading everything off the PowerPoint. That's not the point of PowerPoint, the point is to have some key points. Jeff Thompson: Ardis, what advice would you give to someone who's in high school, looking forward to transitioning to college and the workplace? Ardis Bazyn: I would suggest, as far as going to college, make sure you check out the college disabilities service before you sign up for college. If you have three or four colleges you're looking at, make sure that you go to the one that's gonna help you the most. Ardis Bazyn: Some disabilities services are really good, and they'll help you to get your documents put in a format that you can read, they'll help you with testing, etc. And some disability services are not real good about ... They don't wanna be flexible in your schedule. If you're having to take afternoon and evening courses, for example, and you're working in the morning, you wanna make sure that that college can accommodate you. Ardis Bazyn: I did that when I went from community college for two years, and then I had to transition to a four-year, and then when I was checking them out I just wanted to make sure what courses I had in their different majors. Because I found out one of the colleges I was heavily considering for a public relations course, they wanted me to take layout and design, they wanted me to take photography, those kind of things, which, for a totally blind person, is really ridiculous. Ardis Bazyn: And they said, “Oh, we can have somebody help you.” Why would you wanna bother taking a course that you aren't gonna be able to use in the future? Whereas the other college I ended up going to, they gave me a list of courses, and I just had to take so many out of this particular list. They were much more flexible. So it's real important to check that out when you look at a college. Ardis Bazyn: The other thing is decide how far away you wanna be from your parents or your family, and think about all these things ahead of time, before you say, “Hey, I'd like that college, it sounds really great, they're offering this.” But you really need to check it out. Ardis Bazyn: I actually wrote a document for students looking at going to college, it's called A Guide to a Successful College Experience. And anyone that would like to get a hold of that, they can contact me and I'd be glad to send it to them. It covers all the different things you should look at when you're looking to go to a college. It's especially written for blind students, but a lot of the stuff would work for any disabled student. Jeff Thompson: So Ardis, how can someone find you on the web? Ardis Bazyn: I have two websites, one is bazyncommunications.com, B-A-Z-Y-N-communications, with an S, .com. And then under my name, ardisbazyn.com. And on the Ardis Bazyn one I have a blog, whereas the other one is more of a traditional website, and it has a majority of the links and then my Ardis Bazyn one links to that site. Jeff Thompson: So right at the end here you start talking about a blog. You just seem really busy with a lot of writing, you must really enjoy it. Ardis Bazyn: I don't blog as much as I should, I should do it every week or two, and sometimes it's once every couple of months. But I like to share tips and tricks for people of all ages. And I'm on several boards, I'm on American Business Women's Association, I'm active with Business Network International, BNI is for both men and women whereas ABWA is more for just women, although they allow men to join. Ardis Bazyn: Plus I'm real active in blindness organizations, American Council of the Blind, Randolph Sheppard Vendors of America, Independent Visually Impaired Entrepreneurs, as well as the California Council of the Blind and the State Independent Living Council in California. Ardis Bazyn: So I keep pretty active, because I think it's important for blind people to show other blind people what they can do if they get out there, network with people. Jeff Thompson: You're gonna need more than a business card to put all that on. Jeff Thompson: Well, Ardis, thank you very much for taking the time out of your day here at the convention and speaking to the listeners of Blind Abilities. Ardis Bazyn: Thank you for having me. Pete Lane: This concludes our chat with Ardis Bazyn. Jeff and I would like to thank Ardis for chatting with us. Special thanks to [inaudible] for his absolutely gorgeous music. And for all of you, thanks so much for listening, and have a great day. Pete Lane: For more podcasts with a blindness perspective, check us out on the web at www.blindabilities.com. We're on Twitter, we're on Facebook, and be sure to check out our free app in the Apple App Store and the Google Play Store.

Episode #77 - We are joined by Britt Andreatta, CEO and President, Andreatta Consulting. Watch the video footage from the Podcast here: http://bit.ly/HRDLeadersPodcast.

Episode #044 Huge learning opportunity right here! You don’t get motivated by fixing the things that de-motivate you! Those just get you to “normal.” If you want to go way above normal and truly motivate yourself and others, listen to this podcast! The Entire Article is here: https://ldrtribe.com/2wqKpmG http://www.leadertribe.com/blog-post/engaged-employees-make-you-22-more-money

Often, people ask me about how to motivate employees. My answer...you shouldn't motivate employees.  Of course, you should appreciate, recognize and appreciate employees. But your job is not to motivate employees. Your job is to hire the right employees and they will motivate themselves.  Hire people who want to be great. What many think is motivation is really manipulation. Do you think a pizza party or casual Friday matters to great employees?  If you want to motivate great employees, make sure you give them a safe place to work. Also provide plenty of appreciation, recognition, and encouragement. This is what helps great employees thrive.  Personally, I have a fear of failure. It drives me. I want to be successful. I want my wife, son, and grand-kids to see me as successful. If you understand what drives people, you can help them achieve it. This will be more successful than trying to motivate people.

Having interviewed hundreds of successful business owners, I can confidently say that knowing how to motivate employees is their #1 ongoing concern. If that's you, then you're going to love this chat with Jenn Lim of San Francisco-based agency Delivering Happiness. Jenn goes into great detail about how to attract and retain great staff, by sharing the five (tried and trusted) ways to deliver happiness in any business. “Happier employees equal happier customers equal successful companies (and more meaningful lives). And there's 5 ways any business can deliver happiness. 1. Deliver happiness to your employees first. 2. Establish (or revisit) your company's purpose statement. 3. Establish (or revisit) your company's core values. 4. Building meaningful relationships and WOWs across your ecosystem. And 5. Give your employees more control.” - Jenn Lim, Delivering Happiness There's loads more tips and insights just like this that will help you build that beautiful business of yours into the empire it deserves to be. Hit the PLAY button or subscribe free to hear the full interview. You'll also find the full interview transcription below. If you have questions about how to motivate your staff then you'll get this answers in this interview: What is the thinking behind delivering happiness? How do I overcome the soft nature of the delivering happiness business model? How do I attract and retain great staff? How do I create WOW experiences for my clients? How important is to have a purpose statement and set of core values? Should I give my staff more control? Jenn is the CEO and CHO (Chief Happiness Officer) of Delivering Happiness, a San Francisco-based agency she and Tony Hsieh (CEO of Zappos, the world's largest online shoe store) co-founded to inspire science-based happiness, passion and purpose in the workplace. Tony wrote the seminal book on this topic, called Delivering Happiness, which has sold literally millions and millions of copies worldwide. The premise of delivering happiness is simple. Happier employees = happier customers = successful companies (and more meaningful lives). And she's got the science to prove it. Jenn has been a consultant with Zappos from its start-up days in 2003 to the $2B business it is today. She created the Zappos Culture Book, an embodiment of how companies can use happiness as a business model to increase productivity and profitability … and now she's here to share her top 5 ways you can deliver happiness in your business.   Here's what caught my attention from my chat with Delivering Happiness's Jenn Lim: Often the things that will have the greatest positive impact on your business, are not that complicated to implement. They require a level of courage to implement, but once you break through that barrier, the rest is easy. I love the whole WOW thing. And the B.U.D. approach for delivering WOW experiences - either be the Best, the most Unique, or be Different. And remember, this applies to employees, suppliers, partners and even your customers! Deliver happiness to your employees first. WOW! How counter intuitive is that. What about those precious customers? Like I said, delivering happiness takes courage. I suggest you find it.   But the marketing gold doesn't stop there, in this episode you'll also discover: I'll show you how to get some guest blogger lovin'! Or should that be McLovin'?! That'll only make sense to anyone who's seen Super Bad! I'm going to tell you about a new podcast I've just discovered And we go back into the vault, revisiting a chat I had with Nourished Life's Irene Falcone, who left a corporate job she loved to start a business she loves even more!   Other resources mentioned: Interview with Joshua Nicholls from Platinum Electricians on how to create raving fans Buy the Delivering Happiness book The Delivering Happiness blog   Please support these businesses who make this show possible: American Express Business Explorer Credit Card ... it's the credit card that ensures your business expenses reward you. Search Amex Business. DesignCrowd is the world's #1 custom design marketplace where, with access to 550,000 designers, you'll get the perfect design every time. Get $100 off your DesignCrowd brief here. If some thing in this episode of Australia's favourite marketing podcast peaked your interest, then let me know by leaving a comment below. May your marketing be the best marketing. See omnystudio.com/listener for privacy information.

Coaching and development for your house cleaning employees are crucial to your business success. We Ask a House Cleaner for tips and tutorials on employee coaching and development. Angela Brown, The House Cleaning Guru says training is a daily process. Coaching and development include team exercises that inspire, motivate and boost morale. House Cleaning training and maid service training are benchmarks of a good manager. Lead by example and be the inspiration your employees need. Today's sponsor is https://HouseCleaning360.com #HouseCleaning360 is a referral database of house cleaners and maids. *** MORE VIDEOS ON THIS TOPIC *** Safety Data Sheets (SDS) for House Cleaning Supplies - https://youtu.be/koILrMkmdJI Maid Stole a Vacuum Attachment from A Client - https://youtu.be/fujAgklvF34 Employee Birthday - How Should We Celebrate? - https://youtu.be/Vj19tCj8SqE Customer's Trash - Can I Keep it? - https://youtu.be/ArycI1Om57k Cleaning Tests from a Rental Property Manager - https://youtu.be/YQYdtjmhTxw Driving Rules for House Cleaners and Maids - https://youtu.be/ElxlAhM3H8o Burnout - Best Tips for House Cleaners to Recover and Reboot - https://youtu.be/SV4PdnITG-Y Killing Time – House Cleaning Employees Waste Time (Pt 1) - https://youtu.be/-t8Qx2QRRag Waste Time - House Cleaning Employees Waste Time (Pt 2) - https://youtu.be/kdSmPlwc1Wc Wasting Time - House Cleaning Employees Waste Time (Pt 3) - https://youtu.be/tkfirwVOv1o *** COMPLETE SHOW NOTES FOR THIS EPISODE *** https://askahousecleaner.com/coaching-and-development/   *** RESOURCES FROM THIS EPISODE *** The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results - http://amzn.to/2BKO3GI Train and Develop Your Staff: A Do-It-Yourself Guide for Managers - http://amzn.to/2BHM71B The Essential Guide to Developing Your Staff: How to Recruit, Train, Coach and Mentor Top-Quality People - http://amzn.to/2ntQ7zC MILLIONAIRE MINDSET: HABITS AND SIMPLE IDEAS FOR SUCCESS YOU CAN START NOW: EASY PROVEN METHODS TO ROCKET YOU INTO WEALTH FASTER - http://amzn.to/2kjAEAX Graphics for Learning: Proven Guidelines for Planning, Designing, and Evaluating Visuals in Training Materials - http://amzn.to/2knNjTp Employee Engagement 2.0: How to Motivate Your Team for High Performance - http://amzn.to/2iifPl4 How to Motivate Employees: Strategies and Techniques for Motivating Employees and Staff for Greater Employee Engagement - http://amzn.to/2jO2qla 14 Highly Effective Ways to Motivate Employees - http://on.inc.com/2qjua5C How Great Managers Motivate Their Employees - http://bit.ly/2eIvAlu *** OTHER WAYS TO ENJOY THIS SHOW *** ITUNES - http://apple.co/2xhxnoj STITCHER - http://bit.ly/2fcm5JM SOUNDCLOUD - http://bit.ly/2xpRgLH GOOGLE PLAY - http://bit.ly/2fdkQd7 YOUTUBE - https://goo.gl/UCs92v   *** HOUSE CLEANING TIPS VAULT *** (DELIVERED VIA EMAIL) - https://savvycleaner.com/tips *** FREE EBOOK – HOW TO START YOUR OWN HOUSE CLEANING COMPANY *** http://amzn.to/2xUAF3Z *** PROFESSIONAL HOUSE CLEANERS PRIVATE FACEBOOK GROUP *** https://www.facebook.com/groups/ProfessionalHouseCleaners/ *** LOOKING FOR A HOUSE CLEANER? *** Find the best and the brightest at - https://HouseCleaning360.com *** FOLLOW ANGELA BROWN ON SOCIAL MEDIA *** https://Facebook.com/SavvyCleaner https://Twitter.com/SavvyCleaner https://Instagram.com/SavvyCleaner https://Pinterest.com/SavvyCleaner https://Linkedin.com/in/SavvyCleaner *** WHAT IS ASK A HOUSE CLEANER? *** Ask a House Cleaner is a daily show where you get to ask your house cleaning questions and we provide answers. Learn how to clean. How to start a cleaning business. Marketing and Advertising tips for your cleaning service. How to find top quality house cleaners, housekeepers, and maids. Employee motivation tactics. Strategies to boost your cleaning clientele. Cleaning company expansion help. Time-saving Hacks for DIY cleaners and more. Hosted by Angela Brown, 25-year house cleaning expert and founder of Savvy Cleaner Training for House Cleaners and Maids. *** DISCLAIMER *** During the shows we recommend services, sites, and products to help you improve your cleaning and grow your cleaning business. We have partnerships or sponsorships with these companies to provide you with discounts, and savings. By clicking on and buying from these links we may receive a commission which helps pay for the production costs of the show. Support the show so we can continue to bring you free tips and strategies to improve your cleaning and help you grow your cleaning business. THANK YOU! *** THIS SHOW WAS SPONSORED BY *** SAVVY CLEANER - House Cleaner Training and Certification – https://savvycleaner.com HOUSECLEANING360 – Referral database of the world’s most prominent home service providers and the homeowners they serve. https://housecleaning360.com

Martha Woodward owns Dusting Divas, a successful cleaning company in Oklahoma, and she's the co-founder of Quality Driven Software, a software company borne of her cleaning company's need for employee-specific data. She found very quickly in her cleaning business that the best way to solve problems was to turn those problems into incentivized challenges for […] The post How to Motivate Employees to Solve Your Problems | The Profit Roadmap appeared first on Service Autopilot.

In this episode you will learn the best way to motivate your employees. Lead by example. HIGH LEVEL HACKS. Your short 1 - 3 min podcast for CEOs, leaders and key people of influence, that want to be greater. Every second day you will receive a new HIGH LEVEL HACK that you can easily adapt into your private and/or business life. You will also learn the personal HIGH LEVEL HACKS from well known superstars like Arnold Schwarzenegger, Pamela Anderson, Lee Majors and many more. And of course you will also get interesting one hour interviews with global players from business, sports and entertainment. For more informations please visit www.beyourselfacademy.com

How do you re-motivate employees?

Would you be more inclined to listen to this week’s edition of Monday Morning Radio if you knew that one lucky listener would win a Silver Aluminum Apple Watch? Perhaps. But this week’s guest, Susan Fowler, thinks such prize incentives are an awful way to win customers or to encourage employees to perform better on the job. In the long run, they don’t work. Susan, who has worked alongside management guru Ken Blanchard for more than two decades and co-authored three books with Ken, is an expert on the science of motivation.  Her own book, Why Motivating People Doesn’t Work…and What Does, explodes the conventional wisdom that to motivate others – or even yourself – you have two choices, the carrot or the stick. That may work for horses, Susan says, but not for listeners of this podcast or for any other sentient human being. Susan is interviewed by Wizard Academy faculty member Dean Rotbart, co-host of Business Unconventional, the one-hour radio newsmagazine that aired weekly on News/Talk 710 KNUS AM in Denver. Photo: Susan Fowler, Why Motivating People Doesn't Work Posted: May 18, 2015 Monday Morning Run Time: 38 minutes  12 seconds Spend Labor Day weekend in gorgeous Colorado after having completed Dean Rotbart’s amazing 2-Day Mile High Reputation Tool Chest Workshop. You’ll leave with all the knowledge and training you need to rocket launch your own profitable local, national, even global reputation. To register or for more information, visit MondayMorningRadio.com. 

Join host Dr. Ulwyn and guest Ted A. Moreno who will share with you a powerful leadership skill, the ability to motivate your team, clients, and others. He will teach you how to become a student of human motivation along with the five practical steps to understanding and developing those you lead. You will discover strategies to understand what makes … Read more about this episode...

Join host Dr. Ulwyn and guest Ted A. Moreno who will share with you a powerful leadership skill, the ability to motivate your team, clients, and others. He will teach you how to become a student of human motivation along with the five practical steps to understanding and developing those you lead. You will discover strategies to understand what makes … Read more about this episode...

Get your workgroup to create a system that encourages cleaning common areas.