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There are some aspects of training in the definition, how to make it more motivating. What do you want? If you try to motivate someone to do something, anything to stop or change something, the motivation, the behavior changes. This type of change is difficult for us all. How would you like them? Where possible, you should use a measure of what you want from someone. This should help you identify and your expectations. They also have the person the opportunity to measure performance and progress. Understanding the expectations of the population in units of measure can help assess the feasibility of your expectations. Measuring expectations Time: If the person through the amount of time available for the objectives? Value for money: If the measure of success is money, not just a monetary purpose, such as: Increased profits by 5% Increasing levels of sales per month (x Height U.S. dollars) ... Distribution of all the dollars in units of account. Improvement: Disponibilita 'production and management of a hundred and fifty employees under his control were seven people that are normally late for work. These workers were all members of the team on a production line, and the production of ten to twenty minutes per day. The director is not, as a motivating factor for the negative, but trying Maßregelung workers. Hs were not results. Therefore, it is the start time of six hours for six and a half hours, it began with seven people from six forty to fifty six days each. Since these seven individuals were above the average of all results, the director was not ready to stop, did not. Decided Crunch a few numbers, and found that the delay in the start time with the other employees the clock and the slow and the loss of production time, the company has more than seventy thousand dollars per year. He speaks with all seven people individually and an indication of the cost of delays. It 'began when the home salary of each employee, who came too late to double their salary for every minute of return. Two of the seven employees immediately changed his behavior and there is still time. Then, after a week, announced that all employees of all the anchor team and for each member to the upper level. Four of the five members of staff list later. The remaining staff was finally arrested. So, in this case, some employees have been motivated by money, some peer printing, and we were not interested. Here's a secret about the motivation of a man: If the person does not want change, you will not be able to change it. The trick is to find someone so motivated to change their behavior. When planning for the success of every person to manage and motivate, you must also determine, any person "point of no return. This is the point of departure, unless the person has to change and the energy, time and money is worth the investment. This has happened in the past, by analogy with the permanent staff, are closed. is no longer implemented programs specifically designed for the second group in September was simply more economically feasible. Moreover, the behavior of the staff could be a negative impact on other employees. After all, if it were to remain occupied, but the rules may be why there are consequences for each. Unfortunately, many people are motivated by fear of negative consequences. This forces the operators of a head. Why is it that this person must be the motivation? What motivated this person before? Tools: Make sure that the people on the tools for projects that affect them. Dependencies: This person should be, depending on the power of others, to achieve its objectives? In addition, you will better understand what is asked of anyone. If the change is difficult, it is possible for units to your expectations. Your expectations may be difficult because of time constraints, What do you want? What position do they have? Recognition of staff An important but often overlooked, the work is dependent on humans for recognition, and this should be in all management training programs to reward staff for the most part, the results for your company, is to strengthen the actions and behaviors that you want to see not only the person but also other people in your organization, even several times. Personal recognition is not only an opportunity for your employees that you are a good kind - is a way for the conduct of the advantage is that the success of your business. In addition, workers who are truly their employer concern for their welfare and get better results. In fact, studies have shown that praise from a range of more than money, services or events in the transmission of values, a company to its employees. Knowledge, a member of staff for a job well done is to maintain the greatest, that workers' representatives. Personal recognition, it was found that the communication to improve productivity in the workplace and the environment. Employees are motivated, however desirable, and their influence on the motivation of their colleagues to do the same. Staff content instead of customer satisfaction. Therefore, recognition of a single action of an employee for major benefits. An effective system for the recognition system is simple, direct and powerful. All employees should be recognized. The communication should be such that everyone understands, such actions have been identified. Such communications may be conducted on a newsletter, an e-mail notification, or at a staff meeting. Never use a reward in which the beneficiaries are the highest in the scale. These systems are at the end of the "preference" or ineffective, as the staff of the opinion that "all have them too. Approval may be a large number of possibilities. Of course, an employee first reported verbally to his age. A letter of recognition can be written and the employees. A manager can be a personal touch, with the note with a gift. Very popular recognition decisions for employees gifts programs are motivational posters, objects, engraved, gift baskets, organizing, product logos, and gift certificates. Most people out of bed each day, the fight against trafficking in human beings, and the working relationship, because they need money. Not necessarily, as his work. Therefore, more money is not always a motivation for many of these people. Before more money does not change, are not yet in bed every morning and go to work. That is why it is necessary to identify other factors that motivate your employees. How can we improve? Some are motivated by recognition. Recognition - awards or recognition? There are almost as many opportunities, its employees happy and productive, as the staff. But knowledge, employees and their efforts to go along with most of them. How can you find the staff and show your appreciation? While some people are satisfied, as little as a "thank you" or "good job" Pat on the back, or other signs of monetary value. Personal knowledge, performance and involvement in a group with a gift certificate for two advantages. The staff for the recognition of employees and associates is a private capacity to react when using the gift card. Some employers, such as subscriptions to magazines as a gift. This is a great reward. If the magazine is an interest of the worker, they feel personal gratitude as manager of the employer or some thoughts in the present. In addition, officials pointed out that the evaluation of each month, when the magazine. Be careful, not only for competitive pay programs. This can be done backwards, lending, and cause negative feelings among those who have left and started a cycle of debt, as it tries to reject their lack of recognition. Prices can be personally engraved plagues of recognition to employees of the month, the seller of the month, quality, punctuality, the year of service, effort on the Call of Duty, or simply a job well done. Thus, there are distinctions and awards for employees to assess, in the hope of motivating them, and there are prizes and awards at the end of successful projects, or if the targets are achieved. If you announce a price or reward as a carrot, performance, make sure that the criteria is clear and the objective can be achieved.