How can I motivate my staff?

Question

i`m applying for the Leisure Manager position and I need your help with the above question,please!

Answer 1

What causes the difference between those members of staff that do the bare minimum and those that are consistently willing to go the extra mile? The important thing is that all workers are individuals and the better you get to know them, the closer to these answers you will get.

It is extremely difficult to create all encompassing advice on how to motivate staff, as every organisation is different. However it is possible to provide general advice on how to create a working environment that allows motivation to flourish.

Set goals

The first step is to ensure that employees are given clear and achievable goals. An appraisal process is the perfect structured environment in which to do this

The appraisal meeting should include feedback and a discussion about past performance as well as an opportunity for your employee to comment on where they see themselves going within the company and any extra responsibilities or duties they would like to get involved in. Together you can set goals for the next period that, where possible, encompass an employee’s own aspirations and your business objectives. The goals that are set should present a challenge, but not be so difficult that they are unachievable.

Regular feedback

One of the biggest factors mentioned time and time again in employee motivational research is feedback.

Positive feedback usually has a more beneficial effect on performance, although you should not shy away from giving negative feedback where needed.

Generally it does not matter what tone the feedback is as long as it is delivered in a clear and constructive manner. If someone has done something wrong, tell them. They can not get it right until they are aware that they are doing it wrong and a constructive conversation could bring to light other relevant issues such as lack of understanding of a particular type of work or a need for further training.

If you believe that they know what they are doing and are still getting it wrong then this could be grounds for a disciplinary hearing. Although not pleasant, disciplinary procedures for poor performing members of staff act as an obvious negative consequence, which can discourage similar behaviour from others.

When giving negative feedback, try to save any positive comments for the end of the meeting when you are finishing up to avoid a confused message.

Answer 2

The first thing it is to ensure that people are thanked and praised when they do good work. Also make sure everyone gets listened to and that it is clear what their roles and responsibilities are. Vagueness and lack of goals can be very demotivating.

If someone has made a mistake or are not performing be positive without being patronising - keep it honest, open and avoid personal judgements - keep it to the job only.

Targets, competitions etc work in some companies but are a very old fashioned laddish way of doing things.

Answer 3

Appraisals should be a motivational tool, not a opportunity to give them a kicking once a year.

Try individual targets for performance improvements.
You can use sweetners such small prizes for competions such as procuring new business or putting forward ideas to improve the business/service.

The opportunity for promotion.

Making goals achievable.

Personal development wether it be training or more responsibility.


When you have a large team, it is sometimes easy to forget that these people who might just work on the shop floor run a house, they run their finances, have business dealings, have a mortgage, etc, etc. They are not stupid and some of them can be very clever people and yet as a Manager, we sometimes don't trust them to do the most simple of tasks unsupervised.


Bringing people on, moving them forward, showing confidence in the and treating them as a valued member of staff.

Answer 4

Tackle bad behaviour head on, sack people if needed. Acknowledge and reward good behaviour. Make sure they are trained properly and know what is expected of them. Find out what career ambitions each person has and help them where you can. Care about your staff and their well being but don't become a door mat if that gets abused!! Be the sort of boss you would like to have...

Answer 5

Get a big stick with a nail on the end, that should do the trick!

Seriously though, always use the 'challenge and involve' management style, never 'tell and do'

Never put any one down for a bad job, every bad job is an opportunity for development, every good job worthy of praise.

A great book to read on these styles is 'Gung Ho!'

Good Luck.

Answer 6

Ensure that they are the right people for the job. If you haven,t selected them this could be more difficult. Make sure that they are trained properly. Do not expect them to be all things to all men. Watch out for strengths and weaknesses and channel their day to day activities to their strengths. Lead and motivate by example and do not expect respect until you have earned it. Talk to them on a one to one regularly and do not set impossible targets which you would find difficult to achieve.
Have regular group meetings where they can be invited to offer their suggestions on how things could be done. You could be missing something worth while if you do not listen.
Invite them to seek you out rather than you always sending for them. If they ask to see you do it by a proper appointment and allow the time without interruption, except in dire emergency, to listen and talk to them. Finally be a good listener and never never shout or tell them off in front of their colleagues.

Answer 7

Given them personal goals.
Involve them in the decition making process...even if they're wrong make them think like they are making sense.
Treat them to a night out.
Bring in food or drinks for them.
Have a casual Friday.
Evaluate their strengths on a regular basis, and instead of pointing out their bad bits, just give them suggestions on how to become better.
But what you have to understand is that no everybody reacts the same to a particular type of motivation, so you'll have to try several things.
Remember: In management there is no Right or Wrong answer.

Answer 8

In stead of making them fear you, creat a good atmosphere between you. Obviously there has to be some borders, but promoting positive intricate motivation would be most advantageous!!! Reward them for things that they do well and don't if they don't perform!

Answer 9

that depends. where do you work? how much power will you have as a manager? a general rule of thumb is to treat them with respect. Someone will be MUCH more motivated to take orders if you earn their respect. also, make it known that you are there to help them with any problems they might have. also, if you have employees who intentionally slack off, it might be more motivating for them to know that their job is on the line. if you let someone slack off, chances are they will. fire someone if you have to. remember that there is a reason they come to work. probably for the paycheck. if they know that they have to EARN their paycheck, they will probably choose working vs getting fired. also try researching the subect. ask other managers that you have seen are succesful.

Answer 10

as a psychology student the best motivation is encouragement, it works well, we all need it, get a good book on motivation and remember to give them lots of praise and incentives. Make them feel proud and that they are doing a good job and they will want to do it more, if they don,t well, thats another issue. get a book on it,