morale managment

MORALE MANAGMENTPREPARED BY : G.M.SHAHZAD

AGENDA

By completion of this presentation, participants will understand how we can earn profit by capitalizing morale.

MANAGER CHALLENGES

Change Reorganization Loss of job security Technology Do more with less Globalization

LIFE BLOOD

Morale is life blood for our organization and gives us meaningful purpose.”

SUCCESS

The level of morale in our organization tells us how successful we really are.”

PEOPLE

Our company’s morale tells the world who we are and what we are all about…people.”

MORALE

How an individual feels about his/her work & organization?

WHAT PEOPLE WANT ?

The two things that people want more than lust or power are Recognition and Praise”

WHAT ARE YOU DOING

Are mangers rewarding?

Are really empowering people?

Expressing differences without fear?

5 STEPS TO CREATE HIGH SPIRITED MORALE BOOSTERS

Authentic Manager

Humans Not Workers

Contagious Enthusiasm

Spirit of Gratitude

Tune Into emotional

Needs

BECOME A GENIUNE AND AUNTHETIC MANAGER

Having respect

Stands on issues

Honest in dealing

TUNE INTO THE EMOTIONAL NEEDS OF YOUR EMPLOYEES

Praise and recognition

Achievement and advancement

Sense of belonging

Pride and confidence

Challenge and excitement

Love and support

GENERATE A SPIRIT OF GRATITUDE

Pat on the back

A short thank you note

An e-mail of appreciation

A jubilant voice mail

Creating pride

LIVE THE PASSISONS AND SUCCESS FOLLOWS

To treat employees right

Employees as owners

Feeling of family

Seminars

Ethics workshops

assistance

SPREAD ENTHUSIASM WHERE EVER YOU GO

Be careful to practice what you preach

Importance of their jobs

What a valuable employee?

WHEN YOU KNOW BETTER YOU DO BETTER

TREAT EMPLOYEES AS HUMANS NOT JUST WORKERS

Whole person database

Go beyond job description

WHAT YOU CAN DO TO GET ALL?

Promote culture, value and mission

Right place right job

Coach and mentor people

Integrate new openings

CAN YOU FEEL IT

Positive attitude Cheerfulness Confidence Generosity Hope High self-esteem Determination Meaningful purpose Mutual support loyalty

GLOBIZATION?????

Globalization has become ingrained in our assumptions about how we do business, how we behave as managers, and how we treat our employees, both near and far.

GLOBIZATION???

If your business can function using a computer and telephone line, then you are globally capable

MIND SET????

Managers must learn to think globally and act locally

HIGH MORALE IS HIGH WHERE EVER YOU GO

IN THE WORLD

TECHNOLOGY???

Virtual teams are on the rise, as technology brings us more possibilities. The challenge is to manage them effectively

WHAT TO DO???

If you treat people like 10,000 miles away, they will feel 10,000 miles away.

EVEN VIRTUALITY CANNOT REPLACE THE GLUE THAT BONDS BETTER THAN ANYTHING ELSE---HUMAN CONTACT

A NEW TREND???

Managers are experiencing the Americanization of the world economy

RETENTION??

Keeping the people who keep your business in business

RETENTION???

Free agent workers won’t easily commit their lives to one company. If they do, it’s because their values and personal needs are being respected and met.

RETNETION???

Employee retention experts agree that holding onto star performers for as long as possible keeps workplace morale healthy and in balance.

HELP EMPLOYEES FIND NEW JOBS

INTERNALLY

WHAT TO DO???

Treat people the way THEY want to be treated, not the way YOU would want to be treated.

DON’T EXPECT EVERY EMPLOYEE TO BE A CHEERLEADER

RESIGNATION

COSTS OF EMPLOYEES TURNOVER

Recruiting expenses + Travel and relocation costs + Training and administrative cost + loss of productivity = High cost of employee turnover

RECOMMENDATON FOR RETENTION

Treat like partners. Communicate objectives

and expectations clearly. Focus on performance not

controlling people. Empower your employees-

trust their judgment and common sense.

Recognize the human needs.

Invest in your employees for development

RECOMMENDATON FOR RETENTION

Place a premium on employee involvement, new ideas, and innovative techniques.

Celebrate mistakes by tolerating intelligent errors and experimentation.

Keep it fun. Have a reward system

in place.

HIRE THE RIGHT PEOPLE BY HIRING FOR

ATTITUDES AND TRAINING FOR SKILLS

TO KEEP EMPLOYEE HAPPY, NOT TO CREATE

A BIG TOP CIRCUS

TO BOOST MORALE , ALTER THE

ENVIORNMENT

LOVE YOUR PEOPLE THEY WILL LOVE

WHERE THEY WORK

BEWARE OF POSH SORROUNDING

ALTERING THE ENVIORNMENT

Reduce noise levels.

A place for relaxation.

Portray your place.

TIPS FOR REDISGING THE JOB

Variety is the spice of life.

Detail purpose and pride association.

Give more responsibility, not more work.

ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS

Late night work, providing transport.

Wheels on loan. Wedding gifts. A week of vacation. On-site dry

cleaning, shoe repair, and salon services.

ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS

Maternity leave. Bonuses. Support for

employee’s kid. Job rotation. Free medical on-

site. Two weeks paid

vacations.

IF YOU WANT TO IMPROVE THE ENVIORNMENT—TRAIN

EVERYONE

THE HUMAN SIDE OF MANAGMENT

Head represents knowledge, unique expertise, patient, trade secrets, empowerment, motivation, character, and values.

Hands representative of specific skill sets and its implementation, customer service, and production.

THE HUMAN SIDE OF MANAGMENT

Heart signifies caring, emotional depth, ability to love and be loved, feelings, intuitions, pride, spirit, and hope for tomorrow.

Feet shows foundations of a building leadership, one-of-a-kind culture, history, traditions, company’s stability, and readiness to move forward.

AUDITING THE MORALE

Low morale shows low satisfaction and productivity.

Call the morale doctors.

MORALE AUDIT

Managers and supervisors consistently express enthusiasm and excitement about the organization and its people.

At work, everyone’s opinion's count. High employee morale is present

throughout the organization. It can be felt. Lot of in front of you!

NEGATIVE INVADERS

Fear.

Performance.

DEFINE WHAT PERFORMANCE MEAN

Stretch employee courage.

Clear the scope of responsibility.

Create a course of action.

Watch what people are doing and respond.

Be specific about goals.

Ask for what they feel after success.

THE HIGH PRICE OF LOW MORALE

PROBLEMS AND THEIR SOLUTIONS

RUMORS

People want to know, be clear.

Always open your eyes.

Take initiative to inform.

Don’t react until you know all the facts.

Campaign again the rumors.

SOLUTION

Correct it immediately and support your information with facts.

Use the rumor mill; you won’t be tolerated.

RESISTANCE TO CHANGE AND AUTHORITY

Deal with issues. Who is resisting

change? Understand the

employee’s viewpoint. Are you appreciate

their feelings. Never sell your

viewpoint. Clear points one by

one.

RESISTANCE TO CHANGE AND AUTHORITY

Be patient. Ensure that you

have understood every thing correctly.

Ask for support. Don’t take it easy. Always encourage

questions.

CHRONIC COMPLAINER

Listen them carefully. Treat them like adults, not

children. Examine context, not

content. Realize them you are

paying close attention. Determine it is impacting

long term or short term. Invite employees to offer

their solution.

PERSONAL PROBLEMS

Always show concern, not anger.

Give suggestion, not orders.

Be supportive not a psychiatrist.

Coach your employee to cope the problem.

Always protect the confidentiality and privacy of your employee.

DEFENSIVE ATTITUDE

Start evaluating your self, might be misinterpreting you.

Sharpen your skill, read books or take the class on the subject.

work on building a strong relationship.

Seek to find a common ground. realize them you want to grow and learn from them.

DEFENSIVE ATTITUDE

Being a manger, remain in control at all times. Never become defensive.

Use “I” statements such as ‘I m concerned about something.

Ask the employee to suggest ways to do.

Offer him to take self-confidence or esteem-building training.

FEWER RESOURCES AND MORE DEMAND

When situations are ambiguous, employee want information.

Try emphasizing the positive aspects of the any major changes.

How it is helpful for employees and company.

Spend time with them. Be realistic in setting

performance and productivity.

FEWER RESOURCES AND MORE DEMANDS

Set people for success, not failure.

Give more, you can take more.

Empower them. Encourage them. Realize them that “they

are energetic.” Treat all employees like

partners.

THANKS