1. UBI 238 Recognizing and Motivating Staff
Instructor: Roy Gonzales, HROD Manager

2. Overview Going to talk about Motivation theory
Going to talk about Recognition theory
Going to talk about what they really mean
Going to talk about what you can do

3. Introductions Who are you? Where do you work/position?
How many people do you supervise?
What did you hope to get out of this session?

4. ME Roy Gonzales Physical Plant
Manager of Human Resources and Organizational Development
10 years at CSUF
35 years overall

5. Disclaimer
Probably going to say things that you don’t agree with – feel free to argue with me!

6. What Motivates People? Maslow – Heirarchy of Needs
Herzberg – Motivators and Demotivators
Theory G (Investing in Your Staff)

7. Going to start with a Cartoon

8. Basic Concepts (Theory G)
What gets rewarded gets repeated
No one is motivated by punishment
We all do what is in our own (perceived) best interest
It’s YOUR fault

9. MASLOW Hierarchy of Needs
Abraham Maslow developed the theory that we have different levels of need. The key to Maslow’s hierarchy is that each level needs to be satisfied before someone can move to the next level.

10. MASLOW Hierarchy of Needs
Work
Ego/Self Actualization
Career Advancement
Recognition
Promotion/$$$
Belonging
Friends/Committees
Security
Pass Probation
Safety
Job

11. HERZBERG–Theory X & Y
Fredrick Herzberg developed the theory that managers fall into two types and that all of us fall on the continuum somewhere between the two extremes
X _________________|_________________ Y

12. HERZBERG–Theory X & Y
Theory X – People are lazy and don’t want to work and need to be pushed to work

13. HERZBERG–Theory X &Y
Theory Y – People want to work and will work hard if given the chance
Which are you?

14. Motivators/Demotivators
Achievement
Recognition
Nature of the work
Responsibility

15. Motivators/Demotivators
Money
Title
Policies/Procedures
Supervision
Once they are met, they stop motivating
They are only an issue if they are missing

16. Theory G - The Gonzales Theory
Theory G states that organizations work best from the bottom up. Front line staff should be empowered to do their jobs and the successive levels of management above them should be in the business of helping them be successful.

17. Theory G - The Gonzales Theory
Staff
Lead
Supervisor
Manager
Director VP
President
Each level should support level above them

18. Theory G - The Gonzales Theory
Staff know how to do their jobs better than their managers
Staff know what needs to be done to be successful
Staff want to be successful and will work hard to get there
Your Job is to Help Them

19. What Motivates Staff
A number of studies have been done to show what motivates staff. These studies consistently show that what managers think motivate staff is different than what staff says will motivate them

20. What doesn’t motivate people$

21. What Motivates Staff Management Thinks Wages Security Promotion/Growth
Maslow Thinks
Safety
Security
Recognition
Security/Recognition
Self-Actualization
Management Thinks
Wages
Security
Promotion/Growth
Working Conditions
Interesting Work

22. What Motivates Staff Staff Says Appreciation Involvement
Proper Training
Wages
Personal Concern
Maslow Says
Recognition
Self-Actualization
Safety
Belonging/Recognition

23. Orange County Register
Is Money a Motivator?
Caddie for Vijay Singh: Talk about a thankless job. Here’s all you need to know about Singh, the PGA tour Player of the Year in 2004, when he set a tour record with nearly $11 million in prize money: His longtime caddie, Dave Renwick, quit after making more than $1 million carrying Vijay’s bag that year.
Randy Youngman
Orange County Register
8/13/06

24. Is money a motivator?
1.1 Million Dollars ! ! !

25. Orange County Register
WHY ???
“I never got a ‘Good Morning’ from Vijay or ‘Good club’ after a shot or ‘Have a nice night’ at the end of the day,” Renwick told Golf World magazine. “It was either nothing or a negative if he did speak to me.”
Randy Youngman
Orange County Register
8/13/06

26. Is money a motivator?
1.1 Million Dollars ! ! !

27. Super Bowl Quarterbacks
Eli Manning - $20 million
Tom Brady - $25 million
Eli Manning ?

28. There’s not enough of it!
Why doesn’t money work?
There’s not enough of it!

29. Why doesn’t money work?
It’s not about the money, it’s about what the money represents! Respect Appreciation

30. what really motivates people?
What do employees want from their jobs?

31. Survey – GHR Training Solutions (2001)
Factor
Manager
Employee
Good wages 1 5
Job Security 2 4
Promotion/Growth Opportunities 3 7
Good working conditions 9
Interesting work 6
Personal loyalty to workers 8
Tactful disciplining 10
Full appreciation for work done
Sympathetic help on personal problems
Feeling “in” on things

32. Supervisors & Motivation
The number one thing you can do as a supervisor is to provide:
Personal Recognition

33. Recognition -The Four Keys
Recognition is #1 Motivator
Should be timely
Should be appropriate for the action/effort
Should be meaningful to the individual
Should be public

34. What gets Rewarded gets Repeated!

35. What gets Rewarded gets Repeated!

36. What gets Rewarded gets Repeated!

37. More work Recognition Concepts How do we reward bad behavior?
Ignore
Give in
Shift work
How do we reward good work?
More work

38. What do we NEED to reward?
What are we rewarding?
Poor performance
Not doing the job right
Lack of responsibility
Poor attendance
Acting out
What do we NEED to reward?

39. What can you do without money
Physical Plant No Cost Recognition Ideas

40. What can you do in the system?
Investing in Your Staff Creating Development Opportunities

41. Recognition programs Some sample recognition programs
Custodial Services
Riot Recognition
100% Club

42. Titan Excellence Awards
Always nominate someone
Address all the items
Get 2 – 3 Additional Statements

43. TItan excellence awards
Creativity
How has the employee changed things?
What does the employee do that is different
New Policies, New Processes, New Services
“…makes an effort to identify ways to complete the work that will save money, reduce waste and improve productivity…”

44. Titan excellence award
Initiative
What has the employee suggested
How is the employee moving things forward
Suggestions, Problem-Solving, Changes
“… makes an effort to look for materials, processes and process improvements and to present them as alternatives.”

45. Titan Excellence Awards
Leadership and/or Teamwork
How does the employee own their job?
How does the employee support teamwork
Vision, Coordination, Volunteering
“… using his knowledge and experience to help improve the work processes, training other staff in work procedures…”

46. Titan excellence award
Promotion of the University’s Image
How do the employee’s actions positively affect student and visitor experience
Appearance, Convenience, Service
“… is committed to doing quality work in order to maintain or improve the physical appearance of the campus.”

47. Titan Excellence Award
Special Contributions
How does the employee stand out or add value to the department
Excellence, Role Model, Commitment
“… commitment to producing a top-quality product on time and on or under budget helps the whole campus to better utilize resources...”

48. Titan excellence awards
Additional Comments
What do people need to know about the employee
Employee deserves the award
“… provides excellent customer service and understands and communicates effectively with customers regarding their needs.”

49. Investing in your staff
Your staff are your most important resource
You need to invest your time & energy
Coaching
Mentoring
Career Development
Investing in Your Staff
The Big Picture

50. Circle of Life

51. It’s your fault
If your staff is motivated and productive – it’s your fault!
If your staff is not motivated – it’s your fault!
If your staff are not motivated, you need to change what you do

52. The good news
You can begin to motivate your staff
Today!

53. What to do? Express personal concern Invest your time and energy
Provide clear directions
Provide clear and open communications
Express your APPRECIATION!
Total cost = $0

54. DISCUSSION
Why am I wrong?

55. Wrap-Up Discussion What gets rewarded gets repeated
Staff will motivate themselves
The best motivation is a personal thank you
You are responsible for how your staff performs