Displaying Progress to Raise Motivation

For any gamers out there, most, if not all will agree that achieving a Level Up in the game you are playing feels amazing.  When you see the flashing lights and glowing emblems that state Level Up Acquired, it really feels good, since you took a long time to reach that point.  You had to kill 100 boars, travel miles and miles, climb mountains, go through dark scary caves, use persuasion on other in game characters and so on and so on and so on.  And all awhile you could see your XP experience bar get closer and closer to reaching the next level.

Wouldn’t it be great if we had a real life experience bar?

I mean look at how much work, I mean playing, players conduct to reach such a feat.  Imagine playing a game and a major driving force is WORKING.  They are willing to sit in front of the computer screen and work to achieve goals…..  Sounds like a manager’s dream!!!  Everyone working hard and consistently to achieve like goals.

The reason why I thought of creating this post was because I personally have experience creating game demos.  It takes a lot of preparation and logic to create a game.

Who doesn’t like Progress?

Likewise, there should be much preparation and logic given in the creation of a experience bar within your organization.  I have created experience bars within the organization I have worked and consulted for, I can tell you from personally experience that utilizing a experience bar for daily tasks or work lists within your organization works tremendously.

Everyone wants to physically see the progress that they have done.  This gives them the drive, the motivation to hit the next goal, milestone or level.

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Creating Innovative Employees – Obstacles

Creating innovative employees, is that possible?  Wouldn’t it be the best to be able to hire employees and transform them into creative, innovative and passionate employees.  Of course it would, but is the reality?

I answer, Yes!

Why can’t leaders or managers be able to bring in employees that are not innovative and train them to become innovative?  What is the essence of being innovative anyways?  Well my definition of being innovative is the act of creating new life, new perspective on a new or old idea.

To me innovation is not too difficult to achieve.  How many times have you changed something in daily life that help yourself, others or both?

The issues of taking on the feat of transforming your non-innovative employees into innovative ones are as follows:

1. Where to begin?

2. Creating a plan.

3. Presenting your plan in such a way that your listeners will hang on your every word.

4. Will middle management continue with your vision of self-sufficient innovative employees?

5. How to ensure that the innovative fuel does not die down?

These are some of the greatest issues that a leader or manager will experience if they decide to try to transform the culture of their organization into an innovative one.  As the manager or leader, ensure that you yourself do not get thrown off the path of innovation, because doing so will become a compounding issue with your employees following suit.

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I’m starving, so why are my employees not hungry?

As great managers and leaders, at least one of the best ways to become successful, would be passionate and hungry with what they are doing. Also, many managers or leaders hopes everyday that their employees will feel the same on their job. Low morale and disengagement from employees is widespread and very real, it is a very large issue that is not successfully addressed or in some cases at all around the world.

There is no list I can create to form an acceptable guideline to help guide leaders or managers with employees not being passionate about their jobs or being completely disengaged. What I will do will be focusing more on the on this topic from now on and doing more creative and innovative approaches to help individuals, employees and management, receive the guidance or the answers they are searching for in regards to discovering, finding the key and finally opening the door(s) to employee engagement and their passion level.

A Few Tips Regarding Employee Disengagement

1. Managers and Leaders need to demonstrate engagement themselves. Employees will not even begin to display any level of job engagement, unless they are preparing to take your job.

2. Focus some attention on the employees that currently possess a high level of passion and engagement. By doing so you as the manager or leader can take notes to try and find out why they are so engaged and others are not; you might be surprised with what you discover.

3. Sometimes you have to take a human resources perspective on the situation and try to figure out if pay is the issue, is there harassment at work that you are not aware of or if human resource employees are a bit easy with the interviews of said poor engaged employees.

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My Employee Threw Me Under the Bus, Now What

What a great feeling it is to find out that the employee that you train, work with, joke with, etc. has thrown you under the bus.

It always amazes me that someone can simply use your name with malicious intent, even after you let them borrow money, covered their sick day, etc..  Doesn’t the employee have any shame, class or even emotion?

What is going in the mind of an employee that will drop your name, the manager, into an argument or ill-discussed discussion?

Reasons why the employee may do such a thing:

1. You did something that you didn’t realize that offended the employee.

2. The employee is jealous of your success.

3. The employee is a cancerous contagious complainer.

4. The employee doesn’t care about you.

5. The employee is known to constantly make excuses.

There can be many, many more reasons why your employee is malicious towards you.

Now What?

So you come to the conclusion and the realization that your employee doesn’t like you and talks behind your back whenever they have the chance, now what?

Ways to go further:

1. Ignore it, simply let the employee do what they are doing (not the best advice)

2. Confront the employee that you are aware of the slander they have been spreading (CAUTION: Do not give specifics since they will try to find out who told you and retaliate.)

3. Inform Human Resources about the issue.

4. Ask HR rep how to go about correcting this issue.

5. If the employee has valid points, such as if it was stated you are lazy, etc., try to correct these aspects of yourself, this may in-turn help you gain respect among your subordinates.

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Have you told your Boss or Manager Thank You?

How often have you told your boss or manager thank you?  Once a month, once a week, once a day or ever?

For the sake of argument, let us say that generally employees would like to hear the phrase, Thank You, from their boss from time to time.  How many times have you had a coworker state that they are frustrated because they worked really hard the other day and that the manager didn’t even say thank you.

Almost every employee states that they do not hear thank you enough, but have you ever thought of how many times you or others have genuinely told you boss or manager thank you?

I am not talking about your boss giving you your copies that you forgot on the copier machine or opening the door for you and you say a quick thank you.  I am talking about your boss doing things that you are not aware of such as redoing a schedule so you can spend more time with your family, getting to work before anyone else to ensure that the heater or air conditioner is on and running and that their a fresh brew of coffee started so when you get to work everything is as most comfortable as they can be.

Its How you Say it

Telling your boss or manager thank you sometimes not as effective as the way you say it.

Boss, I just want to tell you that I notice the things you do in the morning AND I also notice how many people overlook this and don’t say thank you and those people are so used to you doing all of these things for us in the morning that when or if you stop doing it then they will notice how much you do for them.  It is just unfortunate that they don’t notice your hard work, you must wake up so much earlier than us to ensure that you can make this office the most comfortable as it could be.  I just want you to know that I do notice and I am very gracious of what you do for all of us.

Typical Results

Let me tell you, your boss will not expect a response to their morning routine actions such as this.  What you told them will hang on to them for days or weeks to come or even longer.  They will most likely think of you or what you said fondly from time to time.  When your boss thinks of what you told them while they are frustrated with something else, so they can calm themselves down to help them remember what their employee’s think of her/him, you will be on the boss’s eye more often.  This could help with future promotions, a better office or simply a happier, higher morale boss (who wouldn’t like that last one).

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