How To Automate Or Formulate Regular Employee Motivation And Training
every operation director and owner knows that motivating employees and training them is one of, if not their biggest problem, yet can also be thoroughly pleasant when they get it and tackle working-out headaches before they come along. Every superintendent and company proprietor dreams of the day when employees will fully take in everything by themselves and have all the jobs done without having to be told how to do it. Well, we all know for certain that’s not going to happen, yet with a really simple program a major part of employee training can be automated as the story of Rachelle Leduc has proven.
The real dilemma in employee motivation and training is that even after the best course money can buy, employees tend to slide back or let slip the stuff they learned. Rachelle Leduc was continuously confronted about this difficulty. Having taught around 30,000 managers and employees in the retail trade, her managers and store owners would deliver this to her attention. This problem really drove them and herself daffy.
She had such awesome end results that many of her trainees would affect what they learned and manifest into top tier supervisors and many would go onward to own their own chain stores. Yet, she still had the people in general that at best desired to do the basics and not take on responsibility, or only temporarily, do the greatest handiwork they could. This led her to ask the question How could you regularly or consistently develop employee motivation so they think of the things that are in the better interest of the lumberyard and the patrons? After that it hit her. These folks did not need a Tony Robbins level motivation; they needed a consistent day by day influence that they could relate to.
What she did to motivate employees was use the real stories of people she had encountered over 35 years of training and wrote them into well-chosen one page stories that the average person plodding for retail take-home pay could relate to. In other words, she met them at their level. It sounds modest and maybe even a little silly, yet this is absolutely vital in that most business leaders forget they had to begin learning this stuff at some point as well. With these stories, she discussed the genuine lessons cultivated to supplement common sense behaviour. The second bright thing she did was she instructed the managers to put the newsletters into each pay check envelope and ask for feedback. A simple post it note on the pay check that’s says, please read this and give me some feedback, signed the Boss usually works. The feedback is not that important as the message is in the literature. It’s clearly about getting people into the frame of mind.
The only bona fide complication with her Pay Check Employee Motivation Newsletter is that today’s managers and owners think that they need a highfalutin pricey high-tech answer to everything. They simply don’t admit that a commonsense low tech, low expense solution that gets people at large to think for themselves is the sensible foundation of their company and is what employee training or Team building is all about. Http://www.paychecknewsletter.com/
a free copy of her newsletter can be downloaded at the website http://www.paychecknewsletter.com/ or you can subscribe for 26 issues for only $89.95 for a full years subscription. Of course, you can do nothing whatever and lay out $10,000′s of thousands of dollars and tolerate all ranges of employee training problems that could have been avoided for less then you spend on coffee. Remember, how you choose to motivate and be motivated, affects your success as a manager or a business owner.

