Page 61 - Perfect Phrases for Motivating and Rewarding

■ When setting goals with employees, look beyond today or this
year. Where do employees want to go within the organization?
How can they get there?
■ Goals set with employees are more effective than goals set
for employees. Use the performance appraisal process as an
opportunity to help employees create development plans.
Establish a clear method for tracking progress.
■ Employee performance goals should be specific and support
departmental and company goals.
■ Some people want to climb as high as possible; some people
are happy closer to the ground and just want to feel secure
in their jobs, do good work, and go home worry free. All
personality types and levels of aspiration offer value and need
to feel supported in their individual goals.
■ Employees who resist moving up should not be pushed just
because someone else believes that their talents are being
“wasted.” Express your appreciation and admiration of their
performances and abilities. You may (or may not) inspire them
to new heights. Praise is moti vating, but employees also need
to believe that their work is important, and treating a job as
“menial” is demoralizing.
■ Both fear of success and fear of failure can often be overcome
in a supportive atmosphere.
■ Help employees look at the next step on the career path.
Though a part of you may selfishly want to hold on to people
who do their jobs especially well, we all know that focusing on
what’s best for the employee is ultimately best for everyone.
■ Find out about the employee’s dreams. If you have or can
create a position that somehow aligns with someone’s dreams,
there is no greater motivator and no limit to the potential for
success.
■ Make the availability of and benchmarks for promotions clear.
If there is true potential, use the news to inspire, but if the
chances are marginal, don’t try to inspire by building false

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