Manage My Employees

Successful Techniques for Influencing and Motivating Employees To Deliver Top Performance

PDF download 18 pgs.  $17.00

Getting employees to give their best day in and day out presents both a challenge and an opportunity. The challenge is that employees increasingly admit to just putting in enough effort to collect a paycheck. One study found that the majority of people said that they could do their job in about 60 percent of the time but don’t.

Fortunately, this also presents an opportunity for managers who learn how to influence employee behavior and performance. Getting employees to give their best efforts every day increases efficiency and decreases costs—as well as produces better outcomes for your customers.

You’ll Learn How to Influence Your Employee’s Efforts and Performance

In this E-book you’ll learn how to go beyond just wishing that your people would give more effort and accomplish better results—to actually achieving it with specific actions. I’ll step you through how to establish appealing standards, use accountability effectively—and give employee recognition that will motivate people to higher levels than you ever dreamt possible.

What You Will Learn or Gain:

1. 5 ways top performing organizations create a work-climate where top performers thrive
2. 10 common causes of poor performance and how you can recognize them more quickly
3. 4 Traits of high performers and how you can support the type of performance culture desired
4. How to meet the intrinsic motivation needs of your employees with techniques easily mastered
5. Score yourself on 14 Key Attributes of influencing employee performance

Excerpt from pg. 6…

Avoid Incentives That Turn-off Your Top Performers

In your attempts to motivate underperformers, avoid designing incentives that will backfire and become a turn-off to your best performers. Here are five examples to steer clear of:

1. Saying you will pay for performance but then giving every employee the same (or virtually the same) obligatory raise.
2. Failing to reward high performers for consistency. Reaching top levels in any field isn’t easy—and staying there is even more challenging. It is discouraging for a top performer when you reward underachievers for average outcome without recognizing the impressive achievement of their own consistently high results.
3. Giving incentives for work which poor performers should be doing anyway. When underperformers aren’t making the grade, don’t look for incentives to be the magic bullet. You may be throwing…

“I personally guarantee your satisfaction. If you use the ideas I offer and you still don’t see any results or benefit after 45 days, I’ll refund your money immediately.”
~ Mark Holmes