how to create a rocking environment in your company

Reward your team

This is better way to retain, reward, and motivate their employees. Annual raises does little to excite a worker's discretionary effort, and is rarely tied to an employee's performance. It is a mathematical system in which exceptional team effort and involvement turns into additional rewards for everyone.

Offer an incentive to the entire workforce to improve the performance of the business and to reward them immediately when they do. The measurement system must be directed towards the activities that are most important to the company.

Research shows that employees some employees are primarily motivated by financial rewards, and will dramatically improve their performance to achieve such rewards.  On the other hand, some other employees may see motivating others with money as vulgar, and are disincented by such offers.  This second group of employees is more likely to be motivated to improve their performance through the use of nonmonetary rewards such as being thanked publicly at a departmental function, having lunch with the head of the organization, or receiving an extra day off.  The desired outcome of rewards and recognition programs is to improve performance.

Non-monetary recognition can be very motivating, helping to build feelings of confidence and satisfaction. An American Society for Training and Development (ASTD) report on employee retention research identified consistent employee recognition as a key factor in retaining top-performing workers.

Motivated Team Building

It is not enough to get your group together off site and have a few icebreaker games. If you want team building to work, you have to show the members of the team that it benefits them personally.

If you want team building to work, it's not enough to tell them that they are a team and must perform as one. You also have to show the members of the team that it benefits them personally.

First of all, your people have to acknowledge that they are part of a team. You can reinforce this by holding team meetings, posting team news on the bulletin board or your intranet page, and tracking team performance against team goals.
Secondly, they have to believe that the team is capable of producing more than the sum of its members. Lance Armstrong is a great bicycle racer, but he could not have won the Tour de France without the support and assistance of his team members. You may have a great customer service rep on your team, but without the cooperation of the other members of the team he or she would not be able to handle as many calls. You have to make this readily apparent to them and clearly delineate the increased rewards they can achieve through teamwork.

Boost morale and motivation of team

Low morale and motivation are two main concerns for many companies. They can affect productivity, increase attendance issues and spread negative vibes to co-workers and even customers. Due to the importance of morale and motivation, some companies have developed programs and policies to address these issues. Although low morale and lack of motivation can go beyond the workplace and stem from personal situations, some companies may do things to recognize and value employees.

Form a work enhancement (ways to make the job duties more interesting) team. This team should contain members of each department to discuss the jobs within the departments and how they could be more interesting. Perhaps they could come up with a change in the flow of the work or a new piece of equipment to use. A new training class can also relieve some of the possible boredom.

Designate a company activities manager. Picnics, field trips, family functions, and "take your kids to work" day are stimulating activities. When the family is involved in work-related functions, it allows for a feeling of inclusion and belonging to something important. It also sends a message to the employees of their importance and value.

Publish a company newsletter. Newsletters serve several purposes, as they provide information about the company, promotions and achievements of the employees, and births, graduations, birthdays and company anniversaries. Employees get to share in knowledge about their "work family." This is another way to send out the message to employees that they are valued.

Performance Plan

The right incentive plan properly implemented can motivate employees, increase productivity and allow the employer to differentiate pay given to high performers. An article in the Harvard Business Review (March-April 2000), "Leadership That Gets Results," reported that of six leadership styles studied, the use of rewards was the single highest predictor of 'organizational climate' and in turn had a direct correlation with financial results. 'Organizational climate' refers to a set of measurable properties of the work environment that are perceived by the people who live and work in it, and that have influence on their motivation and behavior. Climate characteristics that have been determined to significantly impact a company's bottom line are: flexibility, responsibility, standards, rewards, clarity and team commitment.

Incentive programs with tangible, memorable rewards are proven employee motivators. They boost sales, company morale, and build lasting bonds between you and your employees, customers and partners. 'Performance Based Incentives' do much more than 'give stuff away.' Sales Creators is primarily an integrated business solution provider; we design plans to help drive performance by creating incentive programs that are cost effective and that deliver outstanding ROI for our clients.

Performance based incentive programs can be set up for every division within a company. This is one of the more effective ways of performance building and it explores new ways to motivate your employees to outperform while have fun doing so. Sales Creators will build the promotional materials for your incentive program, select the theme and prepare the administration tools. Proper design and presentation will engage your employees to get them excited, and keep them excited during the incentive period.

Key factors that will really affect your team

1. Provide good leadership. The team leader makes a huge difference and sets the tone for the team, so choose wisely.
2. Encourage pro activeness on the team, rather than creating a dependency culture where nothing happens until 10 decisions are taken that go through 50 committees.
3. Give everyone the opportunity to be heard. Some people love the sound of their own voice and you don’t want to lose that enthusiasm. At the same time you want to be sure that the quieter, more introverted, get their air time too.
4. Encourage constructive interactions. No teams are conflict free. At the same time a team that is destructive in its interactions is never going to be a success.
5. Focus on building and maintaining trust. It takes time, energy and effort and is key on any team.
6. Respect each other and don’t assume that everyone needs to be like you. Diversity of experience, knowledge, skills and personalities are key components in success.