January - Febuary 2006
A Lesson in Motivating an Unmotivated Workforce

   Several years ago I worked as an insurance investigator for a large national corporation. Like most young novices, I had a desire to be CEO before the age of 25. In my search and dedication to find ways to help the company grow, I discovered that the most important asset of this company was its employees. However, morale was very low and employee turnover was at an all time high. I decided to create an incentive program for the employees that would target their needs and boost morale. After surveying several employees, I discovered that their #1 complaint was that they did not feel appreciated. They yearned for some recognition for a job well done. So, I spent the next several weeks hammering out a plan on my MANUAL typewriter. I remember the day I finished the incentive program. I felt a huge sense of pride, and I had visions of a new, more motivated workforce led by my excellent incentive plan. Only one hurdle left, getting past the GM’s veto power. I had nothing to worry about. After all, the GM was an employee too! My assumption was that if the employees do well, the customer’s will do well and ultimately the company and GM will reap huge benefits.

   I sent my proposal to get his opinions and blessings. About 3 days later I got a call from his secretary requesting that I meet with him on a certain date and time. I was so excited! I felt like I had won the lottery and was on my way to collect my well earned prize. I put on my best suit for the meeting and practiced saying phrases like “Oh, thank you sir, you’re much too kind.”

   When I arrived, I walked boldly and confidently into his plush office accompanied by my beaming supervisor. We shook hands, he closed the office door and sat down behind his huge desk and thanked me for coming. “I appreciate the time you put into this incentive program, but I totally disagree with your premise. It’s too costly and besides, I’ll be #@!&#*(expletive deleted) if I am going to pay someone extra for what they are paid for in the first place,” he roared. End of meeting, end of program.

   This experience taught me a valuable lesson: unless you’re willing to take care of your most valuable asset (your employees), you will continue to battle lagging sales, morale issues and turnover. Ask yourself this question, “Does my company have an ongoing and exciting incentive program?” Studies show that if your workforce feels appreciated, their job performance will skyrocket! Below are the top 10 things that employees want from their job. Compare these to what you THINK your employees want. The differences might surprise you.