Motivation

This is an article from Dale Cargenie!!! Motivate and Teach your people!! Of all the times, THE TIME IS NOW TO KEEP MOTIVATED!


Leaders respect and value the differences in others. In times of uncertainty, you accept that your available human resources are your only sustainable competitive advantage. When the people you lead don't perform at acceptable levels, you must sometimes exert your influence. Sometimes you don't have authority to make them perform better. In those situations, you must often accept whatever they give you or try to find ways to influence or inspire them to improve their performance. There are five primary reasons people underperform. Understanding the reasons behind nonperformance is the first step to using your abilities to influence others effectively and without resorting to manipulation.

Reason: I don't know what to do...

Solution: Educate — If people don't know what to do, you can get them what they need to get past this obstacle. Show people what they need to do by building a strong foundation for their performance during new employee orientation and the on-boarding process or later during education and development opportunities. Unless people clearly understand what they need to do, they will make mistakes or allocate their time to the tasks inappropriately.

Reason:I don't know how to do it...

Solution: Train — When they don't know how, you can get them the practice and skills they need to begin to perform better. Training is the answer. Take people through the step-by-step process of performing tasks and explain how the correct execution of those steps creates success for them and the organization.

Reason:I don't believe I can...

Solution: Coach — This area reflects your confidence in their ability to perform. It is important to show them that the job can be done and that they can do it. Coaching is not just a matter of cheering your employees on, but of helping them see why they have been selected to perform the task or why they have been appointed to the team. Instill in them a belief in themselves and the confidence to use past successes as a stepping-stone to future opportunities.

Reason:I don't know why...

Solution: Vision — When other people don't see the reason behind your directions, you need to get their support to move forward. This is often a trust issue. A senior leader's vision for the organization is a good start, but employees also need to know how they fit into that vision and why their organizational processes are critical to accomplishing the vision.

Reason:I don't want to...

Solution: Motivate — This is the most challenging reason people underperform — when people know what to do and how to do it, but they are not motivated enough to do it or they feel they have a better way. Sometimes people even try to sabotage the process to slow down changes. In this situation, you must use your influence to get results. Motivation is the key. If people know what to do, how to do it, believe they can do it, and know why they should do it, non-performance must be due to some other barrier that may not be immediately discernable. Look at how the organization is inspiring its employees. Are they being kept busy without knowing how their activities relate to the organization's mission or vision? Inspired employees have the internal desire to achieve the vision.

New Ideas for 2009

I read this article in Bullhorn and thought it to be very interesting.


Other strategies for finding job orders in 2009:

• U se the right online tools for the job: Although a multitude of online tools are available,
picking the right tool for a specific task is essential. For example, in Bullhorn’s report last year, “How
Danny Sees it: Danny Cahill’s 7 Tips on How to use LinkedIn and Other Social Networks” pointed out that
the best online tool for finding companies and new job orders was ZoomInfo. “I think the free version is
fantastic, and probably sufficient,” said Cahill, who runs the search firm Hobson and Associates.
• N etwork more: Because there is a pre-qualification on who is in the group and tacit permission
to discuss business relationships and possibilities, professional networking organizations are always a
good place to begin. To that end, 62 percent plan to join a professional organization, and 54 percent of
recruiters surveyed plan to attend a networking event. The online extension of this is LinkedIn, and 49
percent of surveyed recruiters plan to participate in online social networking. Most recruiters already have
extensive networks of connections that can be explored.
• Seek referrals: Many recruiters already know that referrals are a proven way to successfully source
candidates. The same is true for job orders. Both current clients and service providers are rich sources
for warm introductions to potential clients. “We found that prospect-to-paying-client ratios increase
dramatically when we work current client referrals,” said one survey respondent.
• I ncrease direct marketing and advertising: In studying the last six recessions since
1950, investment bank Cowen and Company found that spending on direct marketing actually grew each
time. It’s proven business truism that a systematic, targeted integrated marketing approach including
phone, e-mail and direct mail contact can generate leads and results. Have you looked at your company
website lately? If not, keep in mind that 61 percent of recruiters surveyed said that a website would be a
key part of their sales and business development plans.
• C ontinue the cold calls: This is a time-honored sales technique. It works for sourcing, and it
works for generating job orders. However, the difficulty can be finding the time to include it. Make it a
priority and set aside a block of time each day for it.

Belated Welcome Back-- JO

Last week a guy called the branch and said, "A white hair lady at the gas station told me to give you a call earlier today, I am looking for a job...." Rosa and Robyn said, "Oh that must have been you Gay passing out your cards." I smiled and said, "Absolutely not, I have only been to one check in today and did not go to the gas station-----that is our partner JO, soliciting everywhere she goes."

I would have Blogged a welcome back three weeks ago for you Jo, but the first time I tried months ago, I got frustrated and said forget it. One of my New Year Resolutions for 2009 is to improve my computer skills and reach out of my comfort zone -which is not very big. I spent a couple of hours posting my first blog on Saturday. The first try was a mess and I figured out how to delete it and the next try is posted---I don't know how to control the layout but I will work on this. Perfection does not come to me easily.

Anyway, it made me so happy to hear that the white hair lady was out passing her cards around town and it was not me. Thank you so much for looking at every opportunity to not only find new accounts but help recruit. It is nice to have you back on our team!
EVERYONE IS A PROSPECT.

Let's Not Miss the Forest for the Trees:

*Have you sent an email with our brochure to your personal email contacts?? To those chain emails you receive, group emails. People like to do business with those people they know, it may open a door. Remember to ask them to pass your information to anyone they know that may be looking for people or looking for a job.
*Have you checked your local Walmart and grocery stores for their community boards. There are bulletin boards usually at entrances or customer service areas that post local happenings and needs. You can often place business cards and/or flyers for recruiting.
*Dry cleaners often have areas for business card postings.
*Race Trac gas stations in Texas have a bulletin board near the restrooms. I hole punch the corner of my cards and post them for easy removal access.
*Local apartment complexes have let us post flyers for positions in laundry rooms and community rooms and occasionally in lobby areas. They need their residents employed in at least one job in order to be able to pay rent!!