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Perform with Motivaion Matters
 

Issue 20 August 2007

Motivation MattersWelcome
 
We want to deliver value through Perform. Your opinion matters to us.
 
Please send your feedback to Perform@motivationmatters.co.uk
 
We want to make things better.
 
In this months issue:
 
Motivation MattersIntroduction
 
Perform this month brings you a very topical Great Leader. Current Thinking this month gives an example of de-motivation on a UK wide scale while a tool to identify a culture of poor motivation management will cause some discussion!
 
All feedback on or suggestions for content is warmly welcomed. Email Perform@motivationmatters.co.uk
 
 
This month is the sixtieth anniversary of Indian Independence. I have chosen Gandi as my great leader in honour of this. A man who can show forbearance in the face of such tough opposition, and maintain a non-violent stance whilst leading so many people has to be a great leader. He shows his qualities by having respect for all, including the Untouchables.
 
 
 
 
 
Gandi 1931      
Motivation MattersThe Best Practice Forum - Top ten motivation management Indicators

 
This month’s article provides an insight into indicators that show the state of motivation management in the organisation.
 
The indicators are all multi-factor measurements. Motivation matters lie behind all of the indicators so if you find that five of the ten need attention you should consider the state of motivation management in your organisation.
 
 
No.1 – Financial performance - To judge performance relative to your peers compare these ratios:© Medaphoto | Dreamstime.com
 Return on Investment (ROI)
 Sales per employee
 Fixed cost % of sales revenue
No.2 – Customer Service levels - Depending on what your organisation provides either:
Customer satisfaction surveys
On time delivery / quality complaints
No.3 – Efficacy of Change management processes - This is difficult to compare with your peer organisations so:
Compare with personal experiences of change management processes
Compare with historical experiences of change management processes in the organisation
 No.4 – Staff turnover -  Compare your staff turnover with other players in your sector:
  Percentage staff resigning each year
  Exit interview results
No.5 – Salary dissatisfaction - An exclusive dialogue on money benefits indicates a lack of another medium:
 Staff survey
 Salary levels compared to peer organisations
 No.6 – Innovation - Are new ideas continuously introduced, evaluated and implemented where appropriate?
 Executive review of process innovation
 Compare your organisation’s innovation with the sector leader
© Sugarfree.sk | Dreamstime.com
 
 
No.7 – Managerial workload - Are your executives and managers burdened with work that should be delegated?
Do your executives and managers have the time to support their superiors by taking on some of their work?
Do your executives and managers have the time to look at opportunities and threats external to the organisation?
 
No.8 – Working hours -  Is there a culture of long working hours?
Do people routinely work more than 110% of normal hours?
Will people “work to finish” to meet an urgent deadline or suchlike?
Do people work an extra few minutes occasionally without expecting extra pay?
Is the workplace empty a few minutes after normal finishing time?
Does this pattern depend on the presence or absence of the CEO or other individuals? 
 
No.9 – Work rate - Does the presence of the CEO, Director or senior person affect the amount of work carried out?© Tobkatrina | Dreamstime.com
 Does the work rate increase (work rate too low normally)?
 Does the work rate decrease (reduced by distraction)?
No.10 – Instinct - What is your instinct shouting?
Do you feel the organisation is working satisfactorily?
Do you feel dissatisfied but are told that everything is the best that is possible?
Do things get better when you put them under the spotlight?
Do things get worse when you stop asking about them?
 
How many of these underperform in your organisation? Motivation matters affect them all..
 

Call 01787 378851 or email indicator@motivationmatters.co.uk now to find out about our low risk, guaranteed, high performing services.
 
Motivation MattersCurrent Thinking- Celebrate Success
 
Every August young people all over the country anxiously await their exam results. These exams are the culmination of their© Millan | Dreamstime.com academic lives. From starting school, which many children do at three, this is what they have been working towards. From their first ill-formed lettering and word recognition, the GCSEs and A levels have been their goal.
 
From Year 10 most of them work really hard, learning and undertaking course work.
 
And the big day comes, the day when they will find out whether they did enough. But there are mumblings in the media.
 
Rumours that once again there are too many high grades. The exams are obviously easier than in our day.
 
These comments are made year after year after year. How demoralising!
 
Do you remember the days you got your GCSE/O level and A level results? I do! Joy at the good marks, despair at the bad ones. The sick feeling in your stomach on the way home to tell Mum and Dad?
 
Now for whatever reason more students get great marks. It could be that the students worked harder over a longer period of time to cover exam preparation and course work. It could be that all the extra effort the teachers have put in is paying dividends.
 
But no! We do not celebrate their success with them. We denigrate their achievements. We undermine their successes. we make those who didn’t achieve what they wished, feel worse. In short we demotivate them.
 
We then send them out into the world, the world of work, the world of further and higher education……and complain that they have no enthusiasm, that they are disinterested, can’t be bothered. Who can blame them when we treat their successes with such contempt.
 
© Goodynewshoes | Dreamstime.comThis morning, GCSE results day, I looked out of my window as I usually do on this day. I love to watch the young people going to and fro with their results. Silently I share their anticipation and their excitement. I smile and celebrate with those that return with smiles on their faces and I feel like crying with those that don’t.
 
The days are gone when I used to know many of them and they used call at our house to share both joy and sorrow. But the feelings don’t change.
 
Today, one young lady actually skipped and danced for joy down the road. It made my day. But I did hear her say, “ I’ve still got a long way to go. I have to do A levels first”. Let’s hope she retains her motivation.
 
Celebrate with these young people. Give them permission to be happy and send them out into the world knowing that they have achieved their first big success. They have exactly what was asked of them. They have done well at the exams they were set.
 
We can always talk about standards in February.
 

 
Motivation MattersThought provoking?
 
We hope you have enjoyed this month's Perform. Our aim is always to inform, inspire and enhance performance.
 
When you are ready to question the motivation management practices in your organisation, our website offers a wealth of information, tools and techniques to get you started.
 
Remember, we want to help.
 
Motivation MattersOur next Perform
 
Do you have a great story to tell about inspiring people to great achievements? We will be delighted to publish it here!
 
Please contact us now with your ideas. The story is the important thing, let us worry about the grammar! 
 
© Motivation Matters 2007
 
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