NFIB

Incentives, Not Pep Talks, Motivate Employees
08/ 07/ 2002

"We're one big family." "We can't fumble now that we're on the one-yard line." "Pitch in now and it will pay off for every employee in the future." These tired old motivational lines may have an element of truth to them, but employees have heard them many, many times and are not stirred by them.

For meaningful inspiration, these vague pep talks are not as beneficial as presenting incentives to motivate every employee in the company. Jeffrey Moses explains in today's Workshop.

Would you truly like everyone in the company to become like one big family working toward a common goal? Then announce that every employee--even those in reception and service--will receive a bonus when the company hits a certain sales target.

Instead of merely saying, "We need to work together to increase customer satisfaction," give employees something specific to aim for in customer evaluations. Set goals for increased satisfaction rates monthly or quarterly and establish a procedure to directly measure customer satisfaction, such as sending out questionnaires asking customers to rate your business or making follow-up telephone calls after a sales visit.

Most importantly, reward employees when goals are met. The offer could be a financial bonus, extra time off, a party or increased employee discounts.

Let your specific goals and tangible incentives serve as your motivational tools. Every improvement in sales, production, quality, safety or customer satisfaction ultimately comes back to the company in the form of increased revenue or lower costs--so share it with the people who are doing the work.

Small Business Sound Off
Does this story hit home?  Share your story with us