Ask Dr. Mac » Motivation / Morale

Should I stay or should I go?

Saturday, January 3rd, 2009

I have a stable job with a reasonably good salary. I am about 80% happy with it (the part I am not happy with is that when my coworkers get some bonus, I never do, although I work just as hard). The part in me which is unhappy applied for a new job. The salary there is just excellent, but I might get an awful boss and get fired after a probation period or business might turn down and they might fire me for business reasons. I have no idea what to do. How do I make the right decision?

-Lisa

Hi Lisa.

First off, being 80% happy is not a bad thing, especially in this economy. Secondly, before you apply for another job, my advice would be to find out why you are not getting the bonus…and what you could do to get the bonus. If you could put yourself in a position to get a bonus, then you’d have everything you want in a job.

Should you find out that, for whatever reason, you will never qualify for a bonus, then I could see possibly looking into another job, but only if things are truly dismal.

Lastly, should you decide to apply for another job, then go for it 100% and focus on the positive instead of the negative. Worrying about worst-case scenarios will not help you appear confident in an interview.

-Dr. Mac

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Motivating Employees

Thursday, January 1st, 2009

What are some ways that you could please suggest to me to keep staff inspired and motivated, any ideas?
-Lucya

Lucya, there has been a lot written on the art of motivating employees. Recently, the Gallup Organization survey hundreds of workers across the United States and asked them what factors in the workplace contribute the most to their level of engagement (motivation). Here are the top 12 question that employees need to have answered in order to feel 100% motivated at work:

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment that I need in order to do my job right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the past seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions count?

8. Does the mission or purpose of my company make me feel that my job is important?

9. Are my coworkers committed to doing quality work?

10. Do I have a best friend at work?

11. In the past six months, has someone at work talked to me about my progress?

12. This past year, have I had opportunities at work to learn and grow?

* The Gallup Organization, Princeton, New Jersey

Of all the questions above, #5 was the top choice.

What does all of this mean? If you can create a work environment where your employees get the above needs met, you are doing an excellent job in addressing employee morale and motivation.

-Dr. Mac
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About as dysfunctional as it gets

Wednesday, November 19th, 2008

Dear Dr. Mac, I work for a family owned company of 3 men and I work with 6-7 women in this office. I started out as a part-time file clerk and after 1 year was offered a huge “promotion” to another department, (by promotion, I mean increased work load, demands, and $1 in pay.) They chose me over all of the following because of my attention to detail, work ethic, and loyalty. Let me explain my co-workers: (she goes on to describe in detail all the dysfunctional components of each coworker and of the three bosses).

The bosses don’t fire anyone they just talk behind their backs and hope they quit. We are in a business that demands documentation) Ugh. Since, I asked for a raise because I truly feel I deserve it , explaining that I knew how much #6 made and they responded with an offer of a $1, which I took as a total insult.

I decided to get licensed and go somewhere else with management. I didn’t quit because I wanted a recommendation but at this point I am turning into co-worker #1 because of the resentment, I have started testing to see how much I can get away without doing… someone I don’t want to be…

Should I stick around until I get my license or just bail? I don’t need the job for money, just as a way to feel like I am successful part of society.

-Sadee

Hi Sadee, I enjoyed your letter and the individual descriptors of the characters in your story. If it was indeed a story from a book, I would want you to stay so that I could hear more and see how everything played out. Unfortunately, this is not a fiction but instead a dysfunctional work environment. Yuck!

The fact that you’ve recently observed that you are becoming the kind of person that you don’t want to be is telling in itself. If you cannot override this and stay true to yourself while you buy time to get your license, then leaving would be the thing to do. You don’t want to carry an emotional scar around with you to future jobs if you don’t have to. Also, if you attitude is indeed changing for the worse, the odds of getting a favorable recommendation from your current management decreases by each day that you struggle to be there. And finally, since money is not an issue, why put yourself in such a negative, energy-draining situation any longer?

Sadee, you have to choose your battles in life. So far, you have not convinced me that staying is a worthwhile battle for you. -Dr. Mac

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Morale challenges

Wednesday, November 19th, 2008

Hi there, I manage a team and recently we have had to break some news to our investors and they are being hammered on the phone as call centre due to the investores losing some money. It’s not the call centre’s staff fault the way the market is. I would just like some ideas on how each day I can lift their morale, one of the other managers said that there should be a punching bag…I don’t like that idea - promotes violence. So can you please suggest how their morale could be boost - what incentive could we give them?

-Chad

Hi Chad. Tough times can bring out the worst in people.

My thoughts would be as follow:

First, I’d suggest you go out of your way to give daily pep talks to your team, both individually and as a group. This will serve two functions: 1) It will provide added support and empathy coming from you, and 2) it will help heighten their awareness of maintaining professionalism and staying in control during difficult calls.

Secondly, little things like surprising them with pizza for lunch or having the CEO stop by and acknowledge your team, can go a long way. What all of this really amounts to is increased attention and appreciation. Times of adversity can really pull people together, and your team should be no exception. Turn this difficult time into the “opposing team” per se and define what you will need from each and every member of the team in order to overcome this challenge. Ask people to step up, support each other, and to maintain a sense of calm during these rough seas (in case you need another metaphor).

Thirdly, humor in the workplace can really help as well. Perhaps a theme for every Friday where team members can dress up according to the theme (i.e., 60s attire or as nerds, etc.), might lighten things up and take the “edge” out of their day.

Lastly, have an award each day or each week for the team members who best handled a difficult investors call (or something along these lines). This puts the focus on “excellence” and gives everyone something to strive for. The bottom line: make them feel special by increasing the attention.

-Dr. Mac

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