JANET S
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Start with some team building excercises and ice breakers. Do not hire an outside consulting company to do this for you. They are costly and do not know your company the way you do. About com has some good team building excercises, or just google "team building excercises".
Get your employees involved in your decision making process. They will feel a comradship with you and your company if they help with decisions about their work.
As a group have your employees brainstorm ideas for workplace values and ethics. Then be sure they each have a copy of the values they come up with.
Recognize their accomplishments and listen to their ideas. Give them awards for their accomplishments. Let them make the decision about who gets the award.
The best way to motivate employees is to get them involved. |
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sarge927
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That's a tough one. Some lazy employees just refuse to be motivated. I'd start by positive reinforcement and maybe by giving them small projects to work on -- nothing big or terribly important, but something that will make them feel like they're doing something important. If that doesn't work, the next step would be talking to them about their substandard efforts. Hopefully that will get the mesage across. If not, it's time to start documenting their substandard behavior in very specific terms -- saying they're "too lazy" doesn't cut it. You have to show that they're not meeting expectations or they're late on deadlines or something objective. If all else fails, fire them. |
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swethal
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Fire them ... will not be lazy in their next job...
If u still wanna retain them...then encourage for fitness exercise, review their work and appreciate if they have done something gud, promote them for the job which they are capable of handling, take them for coffee so that they shd be opened to u to share their problem, discourage for regular bad habit like liqour, cigeratte, night club party etc. |
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ed
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My boss used this method once.
He told the employee that tomorrow he was not to come to work. He told him to go to the unemployment office and sit there all day. He was to take his lunch break, and he would be paid for the day.
After the day he did this, he returned to work. The boss called him into his office.
"Did you go to the unemployment office like I told you?"
"Yes", the emplyee answered.
"What did you see there?"
"Nothing much. Just a lot of people looking for a job."
"That's what you'll be doing if you don't shape up."
It worked. True account. |
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Anthony Timberlake
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I personally would say pay them more, give them incentives. That's what it's all about. |
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theowlposse
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Warning letters and a little added "attention". Some people tend to work a little better when they know they're on their last leg, especially if it's a good paying job. For those who don't respond to warning letters.....fire them and make an example out of them to everyone else. If you get hired to do a job you are expected to do that job. |
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vote BA for your questions
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If their lazy, probably means they don't like their job? |
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satanfirehate
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whips, security camreas and pronogrphy |
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anna_brooks_leah
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threaten them u will fire them if they don't get off they're lazy *** and if their isn't an improvement |
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Leo
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# You believe that your employees are basically lazy and the only way to motivate them is to shout or even threaten your staff.
- Your motivator is fear and intimidation build on the notion that your staff are lazy
# You may value the opinions of your staff and believe you can motivate your staff through mutual trust and respect.
- Your motivator is trust and respect for your employees.
# You may believe strongly in recognising achievement and excellence by rewarding employees.
- You motivator is rewarding for good work
The working environment - poor or inadequate equipment or work facilities
Working Conditions - too hot, too cold, no breaks, long hours
Social Interaction - isolation, socialisation discouraged etc
Job Security - redundancies, feeling not part of company etc
Skill or intellectual use -inability or discouragement to use intellectual or skill
Promotional prospects and job title - lack of promotion, others promoted but not them
Responsibility - not allowed to work off own initiative
Recognition and appreciation - lack of praise or recognition for achievement
Trust and respect - treated as a machine
Participation in decision making - not allowed to get involved with company
A sense of belonging -
Salary - pay poor for job they are doing
Management issues - conflicts with management, etc
The only way you can find out what truly motivates your staff is:
Asking your employees what motivates them
Monitoring the changes in work levels as a result of your motivational philosophy |
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Kira
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One word: Tazer |
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ajfried09
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with a10% raise? |
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killemall
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Tried to find stepping stones for small achievements - no interest.
Issued a suspension for insubordination - no improvement.
Gave out a substandard review with no meritt increase - poor effort increased.
Documented everything and got HR involved - working on a case for termination now...
Remember the good old days when, if you just felt a little down, and needed pick-me-up, you started looking across the production floor for one of the smart-mouthed, screw-off, jerks to fire ... just to make yourself feel better? ... God I miss old times! |
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