karani nyamu on rewarding your employees

karani nyamu  take on  employment

karani nyamu take on employee rewards

 

karani nyamu  take on how to motivate your team

Karani nyamu  takes is one big step for employers he is  the Technical director at group firm Verve KO ltd but he attributes Verve’s reputation to the dedication and high quality of the employees. The staff embodies the company’s values: excellence, integrity, and total customer delight, these men and women work in an environment that stimulates creativity, learning, growth, and contributions.

Karani nyamu  take makes us  believe that it is not just professionalism and expertise that set their staff apart, they also have a strong commitment to the quality of their work, and to the clients they serve.

Karani nyamu take gives some tips on how to motivate your team:

Too Much Work is Never a Good Idea

Here’s the quickest way to drain your team of their motivation: make them work long hours.

Every now and then when you are on a deadline, it’s okay to push your team. However, when every single day is mission: critical, there’s a problem. It will lead to burnouts and indifference.

Instead of enacting long hours upon your team members, commit to better project planning. Give your team (and yourself) plenty of time to accomplish a project. Avoid working overtime constantly. Once in a while it is okay, but habitual overtime is not. Plus, it will destroy your creativity in the long run.

Offer and enforce time off. Holidays, vacations, soul searching Tuesdays— give your employees time to unplug from the job so that they can come back with a fresh perspective.

Reward Them for Their Efforts       

People are motivated by cold hard cash. And gift cards. And even candy. I’ve been known to work a lot harder after getting a Reese’s Peanut Butter Cup.

The point is that a small sentiment can go a long way into motivating your team. That’s why donuts on Fridays go over so well.

But for those of us who don’t work in a traditional office but still want to offer small rewards on a consistent basis, here are a few ideas:

  • Give them a day-off pass
  • Pen a heartfelt “Thank you” note
  • Buy tickets to a fun concert or other event

Don’t Be That Guy

Do you know the number one reason why people leave their jobs? Here’s a hint: it’s not about the money. Every day, good employees quit jobs because they hate who they’re working for. People would rather cut their losses and start over at from scratch than deal with a nightmare boss.

The good news is that you’re not a nightmare boss. You’re actually taking steps to boost team morale and motivate your team to success. You know that it’s not about you— it’s about your team. But, just in case, remember not to micromanage your employees. Micromanagement is soul-crushing and the polar opposite of motivation. The message you communicate when you micromanage is that you don’t trust your employees to do their jobs.

While motivation is like lighting a firecracker and watching it take off, micromanagement is like holding someone’s hand when they don’t want you to.

Offer Private Encouragement

Is there anything more embarrassing than getting called out by your boss in front of everybody? I don’t think so. It’s absolutely the worst.

Instead of parading their faults publicly, counsel your team members privately and individually. Always frame your advice in a helpful tone, and be careful not to sound accusatory.

This will allow your team member to keep their dignity even in the face of your constructive criticism.

Offer Public Praise

You know what works? Public accolades. Everyone wants to feel like they matter to your organization. Each member of your team needs to receive validation from you of a job well done.

But you don’t have to hire a skywriter to do it (although that would be boss level awesome).

There are several effective ways to praise your team publicly, in addition to rewarding them in ways we discussed earlier. Here are just a few to get you started:

  • Create a “Wall of Fame” or an “Employee of the Month” board.
  • Give them a shout out at the beginning of your meeting
  • Mention their accomplishment in your company-wide newsletter
  • Offer a certificate of achievement

Value Your Team’s Opinions

One surefire way to motivate your team is to get them invested in the outcome of a project, and the best way to get them invested is to get their input.

Your team is fully capable of just doing what you tell them to do. Sure, you get compliance, but the drawback is that you don’t get ownership from them.

If you get them involved by asking for their opinions and actually listening to what they have to share, it will signal to them that you care. Now, taking that one step further, if you actually implement their advice, they’ll be committed to making it work.

Remember that your team has good ideas, too. They have a unique perspective that can only enhance your own. Listening to and incorporating their ideas also boosts motivation with the whole team, not just one person, especially if you treat all members of your team fairly.