PARALEGAL JOB REQUIREMENTS

While planning for success with each person you manage or desire to motivate, you must also determine each person’s point of no return. This is the point when the person is not changing and the energy, time, and money are no longer worth the investment. This was the case in the preceding analogy with the final employee being terminated. Implementing any more programs specifically for this last person of the group of seven simply was no longer economically feasible. In addition, the behavior of this employee could have a detrimental effect on other employees. After all, if he was allowed to remain employed while ignoring the rules, why maybe there would be no consequences for any of them. Unfortunately, many people are motivated only by the fear of negative consequences. This forces a manager to become a disciplinarian.

Why does this person need motivation?

What has worked to motivate this person in the past? Tools:

1. Make sure people have the tools necessary for the projects you assign. Dependency:
2. Is this person going to be dependent on the performance of others to meet his or her goals? In addition, you will be able to better comprehend what you are asking of someone. If the change is difficult, you might want to break down your expectations into units. Your expectations could be difficult because of time restraints, What do you want from them?
3. What position do they hold?

Employee Recognition. An important, yet often overlooked, piece of people management is employee recognition and this should be covered in al management training programmes By rewarding employees for important outcomes that they create for your organization, you are reinforcing actions and behaviors that you want to see not only that person, but other people within your organization repeat multiple times. Employee recognition is not just a way to show your employees that you’re a nice guy – it is a way to encourage behavior that is advantageous to your company’s success. In addition, employees who feel that their employers truly care about them and their well-being will produce better results. In fact, studies have shown that praise from a supervisor ranks higher than money, benefits, or events in conveying that a company values its employees. Recognizing an employee for work well done is also paramount to retaining that employee.

Employee recognition has been shown to improve communication, productivity, and the workplace environment. Employees are more motivated to produce desirable outcomes and their motivation influences their colleagues to do the same. Happier employees also tend to produce happier customers. Therefore, recognition of a single action of a single employee can have far-reaching benefits.

An effective recognition system will be simple, immediate, and powerful. All employees should be eligible for recognition. Communication should be such that everybody understands what specific actions are being recognized. This communication could take place via a company newsletter, an email announcement, or at a staff meeting. Never use a reward system in which the recipients are chosen by those higher up the ladder. These systems end up being viewed as “favoritism” or they become ineffective because employees believe that ‘everybody will get their turn eventually”.

Recognition can be accomplished in a multitude of ways. Of course, an employee can be verbally signaled out in front of his or her peers. A letter of recognition may be written and placed in the employee’s file. A manager might write a personal note and could accompany the note with a gift. Popular choices for employee recognition gifts are motivational posters, engraved items, gift baskets, organizational logo merchandise, and gift certificates.

Most people get out of bed every day, fight traffic, and report to work because they need money. They don’t necessarily like their jobs. This is the reason more money is not always a motivator for many of these people. Getting more money does not change anything, they still have to get out of bed every morning and go to work.

This is why you’ve got to find out what other factors will motivate your employees. How can you get them to perform better? Some people are motivated by recognition.