Employees Motivation - All Posts - Ze'ev Ronen - Business Excellence

We often used the term motivation, but do we always mean the same thing? Last week I gave a talk in two classes in the School of Economics & Business Administration at the Ruppin Academic Center, as part of Dr. Adi Loria ("Select Issues in Management MBA"). The topic was "The Relationship between Management Methods and Employee Motivation".

Aviv set up a company and supervised production and sales in the local market from day one. Unlike many other founding CEO's, Aviv understood that if he wished to grow, he would have to let go, to bring in managers and give them responsibilities. Aviv also appointed QA and HR managers in the early stages, which is rare.

I am sometimes asked if I provide organizational consultation regarding management conflicts, and I answer that usually the source of the problem lies in the missing parameters in the allocation of authority, within management, and from there, the situation spreads to the entire organization.

When I was young, I managed the kibbutz field crops section. Meir (not his real name) was one of the main workers, a serious professional. He knew all the tasks and could do any of them equally well. But he didn't want to perform just any task. He chose what he wanted to do and what he didn't, as well as how he performed it.

One of the most popular articles from my blog is one I published last year on coping with employee absenteeism. In the article, I discuss how, 15 years ago, the significantly high rate of employee absenteeism was handled through positive rewards for employees who were never absent, along with interest and concern for the health of anyone at home sick.

Ron works in a senior position at a major company and was in charge of arranging a very important tour with the Minister of Commerce at one of the projects managed by the company. The visit was important to the company, but to Ron it was even more significant. He viewed the success of the visit as a personal test and an opportunity to position himself better in the eyes of the company CEO.

One employee interviewed said that she loved working there. People were nice and she enjoyed working with them. I showed this same employee a photo of the sign over the door and asked her if she recognized it.

If it is true that much employee absenteeism is an expression of lack of motivation or identification with company objectives, does granting a non-absenteeism bonus address the root cause?

I asked the Swiss manager how he addressed the situation. He shrugged and said "There's nothing you can do. An employee who gets up in the morning and doesn't feel like going to work just goes to his doctor and says he has stomach or back pains. What can the doctor say?"

My young daughters, who will soon turn ten, often use a phone app called music.ly, filming themselves in a clip with a song in the background. When I asked them one day how they synchronize separate clips of each person onto the same screen, they looked at me in disdain – a look reserved for someone who is generations behind the technological times…

I often hear the claim that salary is the key to employee motivation. Every time, I ask whoever said it - what makes their work interesting? Why do they stay long hours after work even though they aren't getting paid for extra time? The answers are usually in the range of "my responsibility", "I'm significant", or "people listen to me". "And where is it expressed in your salary?" I ask. Here is where the conversation usually ends. I'm under no illusion that I've convinced my companion, although perhaps sometimes I have. Let's talk about the real factors that generate motivation and interest in work for everyone.

Last spring, we found a tiny, abandoned kitten and named him Richard. Our dog adopted him as her own and the children plied him with milk from a small bottle. Richard the kitten grew quickly and ate whatever he wanted, and to this day, he's the only cat who comes into the house to find food always at hand.

You know that saying that a lot of CEO's repeat, "My door is always open to my employees" ? When I was a CEO, I, too, thought my door was always open to my employees, but was that really true? Not necessarily.

This month will see the publication of my first book will: Manage! Best Value Practices for Effective Management. To celebrate it, I would like to dedicate this weekly article to the role of the ideal manager. 

Brainstorming is one of the basic tools in the development of ideas, problem-solving, creative thinking or any other group endeavor. When we develop Fishbone with the objective of arriving at the root cause of a specific problem, brainstorming is the basic tool we should use.

Many CEO's have attained their management positions without any training or preparation. Almost all the direct managers of employees that I have met (work managers, department managers, line managers, etc.) were promoted to their positions because they were good employees.

Once I came to a small company whose employee turnover was extremely high. Few employees would stay for more than a few weeks before leaving. The CEO would shout at his employees for any minor transgression. I asked him why, and he said they needed to learn (usually they learned that it would be best for them to leave).

Every morning, my dog, Merry, takes me for a walk. No, I'm not confused – Merry likes to go for a walk by herself as well, but in the morning, before I go to work, she likes us to go out together. She waits by the door until I attach each of us to one end of the leash and then, when we go out, she decides on the route and the amount of time.

In a discussion that I held with 30 managers at one of the companies, the subject of motivation arose, as always. I asked the participants what affects motivation. At this stage, people usually say "money, salary".
This time, perhaps because of the group's heterogeneity, or the participation of the CEO, all was quiet. After a few moments, Ortal quietly said, "Appreciation."