Comments on: Motivating Employees https://www.evilhrlady.org/2008/04/motivating-employees.html Everything to make HR better Sat, 12 Apr 2008 21:20:00 +0000 hourly 1 https://wordpress.org/?v=7.0 By: Wally Bock https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2114 Sat, 12 Apr 2008 21:20:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2114 As you’ve already heard here, it down to three things clear expectations, follow-up, and delivering consequences. Those are not always easy, especially with “difficult” people, but they’re necessary things for you to do.

]]> By: Anonymous https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2113 Wed, 09 Apr 2008 14:03:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2113 Thank you all. Since I sent this question I had worked to not try to be “nice boss” and to hold my problem employee to expectations. It also happened to be around raise time and I told her the things that were holding her back from getting a good raise. i.e. Not getting work done because she spent too much time talking.

Guess what? She quit within a week. I found out my other employee was relieved because this person was pushing things off on her. I had suspected as much.

One problem I have is that we rent space from an agency and are located in their offices. Many of their people are allowed to play computer games, chat and go way into the hole on leave without repercussions. Since our offices are not separate from theirs I have to remind my employees that our board of directors has different expectations than theirs. They have 40 employees. You can hide someone not getting things done with 40 employees, but you can’t with only three.

]]> By: Ask a Manager https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2112 Wed, 09 Apr 2008 13:20:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2112 Alex– I wouldn’t get caught up in fancy motivational plans. Motivate employees by giving them goals that are challenging and ambitious (yet realistic) and supporting them in reaching them. Hold people accountable, get rid of the ones who can’t or won’t meet the bar you set, and reward the ones who do. This has the convenient side benefit of not only motivating employees (the ones who can be motivated) but also keeping you all focused on what you’re there for: results.

]]> By: Evil HR Lady https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2111 Tue, 08 Apr 2008 23:06:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2111 Alex–not really. Although Egonomics was really good, and while not specifically about motivation, it was helpful in understanding people.

Anonymous–I think you are right. Three employees altogether–not there subordinates.

HR Wench–Thanks for your vote! Can I have some campaign donations?

]]> By: HR Wench https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2110 Tue, 08 Apr 2008 22:09:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2110 Evil HR Lady for President!

]]> By: Anonymous https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2109 Tue, 08 Apr 2008 21:07:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2109 (Although, you didn’t mention your poor third employee who has to listen to their mindless banter…)

I was assuming that’s her, given that the org has three employees, not that she has three subordinates.

]]> By: Alex Andrei https://www.evilhrlady.org/2008/04/motivating-employees.html#comment-2108 Tue, 08 Apr 2008 15:45:00 +0000 http://localhost/wordpress/2008/04/motivating-employees.html#comment-2108 There are currently so many schools of thought about to motivate employees – its hard to see through the clutter. Do you recommend any books that have been thought of as particularly good on the subject?

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