Presentation on theme: "“Thanks For Nothing” Page 207"— Presentation transcript:
1“Thanks For Nothing” Page 207 By: Ashton MossChioma OguejioforKent Nunn
2Case OverviewTake Ko a 50 year old former employee of a Dot-com in CaliforniaCompany instituted a reward programEmployees received badges for a Job well doneProblem was badges were handed out arbitrarilyEmployees felt patronized and weren't motivatedAccording to a Gallup Poll 61% employees never received a sincere “Thank you”
3If praising employees for doing a good job seems to be a fairly easy and obvious motivational tool, why do you think companies and managers don’t often do it?Companies and managers have a very busy schedule as sometimes they do not have time to individually evaluate each employees performance.Sometimes managers have been employers almost their whole entire life and do not really know how good a pat on the back feels.Too much praise can lead to employees being counter-productive and not motivated.
4As a manager, what steps would you take to motivate your employees after observing them perform well?-Even as little as patting an employee on the back or saying "thanks" can make them feel very involved in the company.-A Gallop poll found that 61 percent of employees stated that they have not received a sincere "thank you" from management in the past year.-When an employee does an important task for the organization make sure to let them know how they are really helping the company succeed in production.-Things like these will not just help the employee but also it can lead to more motivated staff building stronger human resources.
5Rewards ProgramsMany larger corporations use rewards programs. A lot of the times these are indirect to the employee and are given at fixed intervals each year.An example from our case study was Ko who was a 50 year old employee of a dot-com in California. Staff from this company would receive a badge that said “U Done Good” each year. After a certain amount of badges collected, trading them in for a T-shirt was their next reward.The company consisted of a strict dress code therefore they could not even where the T-shirts at work if they wanted.Rewards programs could be motivational but obviously this one is not working.
6There are downsides to giving employees too much praise Are there any downsides to giving employees too much verbal praise? What might these downsides be, and how could you alleviate them as a manager?There are downsides to giving employees too much praiseEmployees may become complacent and unmotivatedManagers need to ensure that praise is given in conjunction of with the specific accomplishment
7Each employees accomplishments would be monitored As a manager, how would you ensure that recognition given to employees is distributed fairly and justly?Each employees accomplishments would be monitoredRewards would be given out in a timely fashion by means of quarterly reviewsEmployees evaluations would be mandatory in order to reward those that have put forth an extra effort
8ConclusionIt is Managers responsibilities to make employees feel valuedVerbal rewards are not only inexpensive but are quick and easyWhen employees are not properly rewarded they become disengagedA simple “Pat on the Back” is worth a lot.