I have decided to make my event FREE. That’s right, you can learn my tested and proven business strategies at no cost.

I decided to do this because I am so extremely passionate about teaching small business owners and entrepreneurs, like you, how to be successful. I wanted to take away and doubts or uncertainty that this event isn’t perfect for you! And you still have the opportunity to help a young girl in need! All donations will go to help Danielle, a 17 year old girl suffering from RSD.

My hope is that by making my event free, you will have no reason to not attend! Disciplines of Thriving Entrepreneurs is an event that will help you understand what differentiates the 5% of successful entrepreneurs from the 95% that fail! You can’t afford to miss it!

Don’t hesitate to sign up

Disciplines of Thriving Entrepreneurs
Friday February 25, 2011, 10:00-5:00pm – venue is Plymouth Meeting, PA.

Click here to register and to learn more: http://www.terrilevine.com/event/

All you have to do is post a VIDEO TESTIMONIAL (on Youtube) saying how you have used my products and how it has helped you.

The only rule is you must state the name of the report, information, book, program, audio, video, whatever, in the testimonial and refer to where you found it – and the website name you need to type in the description box is:

http://www.TerriLevineRecommends.com

This is where I now keep all my products and this is where you will find any products you’ve purchased in the past that may have been on a different site back then.

Then send the testimonial video URL to me at t@coachinstitute.com so I can go check it out.

If it is good, you will win a Flip Video Camera.

How easy is that!

T

Depending on who you ask, you will get varying answers to the question of whether working overtime is worth it or not.  The general consensus of opinion is negative, with research finding that working overtime has been linked to anxiety and depression. Yet clearly, not everyone who works overtime suffers either of these conditions… so what gives?

In pretty much every country in the world, workers are busy working overtime, whether it is staying at work longer, taking work home with them during the week and on weekends or even taking it on holidays with them.  When you work overtime, you are missing out on precious time you could be spending with family and friends or doing activities that make your life fulfilling and enjoyable and that contribute to your physical and mental health and wellbeing. Working overtime can also provide valuable extra income or flexible hours when you can take time off during the day when you need to, that is, provided you have a mutually satisfying agreement with your employer to enable that.

A business will most likely never ask you to stop doing overtime if they don’t have an agreement with you in place to compensate you, because the extra productivity they are getting at your expense costs them nothing!  The extra productivity helps them move towards their goals more quickly – they’re not about to complain.

The problem is what are you getting out of doing all that extra overtime?  What goals of your own are being worked towards or achieved, such as a promotion… payrise… bonus… etc.

Doing overtime is not a problem if it is something you rarely need to do and when you do it, you are compensated in some way.  It becomes a problem when you are doing it regularly for no more reward and your own goals are not being achieved.

Some people are required to work extra hours as part of a productivity agreement, but with this there is known  and mutually agreed compensation, however, what about those people who are doing overtime because they are overloaded with work and this is the only way they can keep on top of things? When this occurs constantly and there is no easing up, this will lead to anxiety and poor  health.  For your physical and emotional well-being, you need “time out” to relax and recharge your batteries. If you don’t, you will suffer burn out.  Not only is this detrimental to the individual, it will wreak havoc with their productivity at work.  In the long run, requiring an employee to continuously work overtime will backfire.

Some people are natural work horses and thrive on working extra hours in their career, regardless of whether the extra time is acknowledged and compensated for or not.  These are people who are also climbing a ladder of sorts, hoping for promotion, salary increases, time off, etc. or maybe they have other vested interests – either they are a part owner or shareholder.  Most other people are not programmed that way and need a more even work/life balance.  Even when compensated, too much overtime requirement is enough to lead to stress and loss of job satisfaction and productivity.

Those who are not particularly interested in their work in the first place are very likely to suffer anxiety and stresses when required to spend longer hours doing the very thing they dislike.  On the other hand, those who love what they do and maybe don’t even consider what they do “work”, are happy to put in the extra time with no ill effects.  Either way, it is only right that the benefits be mutual.

So, if a company wants to reach its goals quicker by getting more productivity out of its workforce and they are not prepared to put on extra staff and expect their existing staff to work overtime, what needs to be done? Compensating employees for extra productivity is a whole other article and it stands to reason that businesses must negotiate with their staff.  On an individual level, however, if an employee is suffering anxiety and stress having to do overtime, what do they need to do? 

A serious problem exists if employees are going into work early, working through breaks and staying back late on a regular basis because it is expected of them to do what it takes to get the job done. If this is rewarded and doesn’t happen every week and the employee is able to enjoy a healthy work/life balance for the majority of the time then there is no problem.  However, if this occurs regularly and the extra overtime isn’t putting a dent in your to-do list and you are not being recognized or rewarded, it’s time to speak up and review your situation. If you don’t, you are working for nothing.

When we start to arrive earlier, work through breaks, and stay back late, we often create a rod for our own back, especially if we say nothing.  You will be taken for granted and the company will think you are quite okay with what you are doing and may not even be aware you are working such long hours.  If you have created this habit for yourself, it is up to you to break it otherwise the extra time you are putting in will be expected from the company as opposed to being appreciated (and rewarded!)  Speak to your managers, explain you have created an unhealthy work/life balance for yourself and will be reverting to normal working hours in future, while making it clear they can still rely on you to meet deadlines and you will be there and put in the extra time when it is really needed – but not just as an everyday “habit”.

A common problem is getting management to notice that you are working overtime. After all, how can you expect any recognition and reward for doing overtime that only you know about? You can’t very well keep telling them how many long hours you are working without them wondering if you are cracking up!  You let them know subtly.  For example, if you hand over a report, when your manager says thanks, or if he makes a comment about how you made the deadline, just smile and casually say you stayed back to ensure its completion.  Another subtle way to announce the hours you are working is to send emails to your bosses from your work email while you are there working late.  This will prove what time you were at work because of the date/time of the email.  Likewise, respond to emails from your managers during these extra hours of overtime because again, it provides evidence by the date/time of your email.

If your overtime is a problem that needs your workload to be addressed by management, or you want to negotiate for a promotion or a payrise (or even an assistant to help you!), you will need more than subtle evidence to support your claims. If you are not required to use a timesheet, create your own record.  Keep note of the extra hours you work each day/week, and what you did during those hours – what you achieved. Companies will not be prepared to compensate you if you are just doing overtime to look impressive – they want to know you are really being productive for their benefit. You should not be doing daily overtime just to cover unimportant detail – overtime is for important and/or urgent activity. Keeping a record is also useful when review time comes around.

Now, if you are working overtime that is necessary and you are not being compensated for those extra hours, you must speak up – but do it in a non-aggressive, non-threatening manner.  Don’t barge into your boss’s office demanding extra pay “or else!”  With your overtime record in your hands, negotiate. If you are an unfortunate employee whose company refuses to reward you for the extra time and they give you the message if you don’t like it, leave… you have the option of looking for a new job of course, but also of just not working overtime in future.  You cannot be sacked for working the hours you are paid to work, and while some agreements actually do cover the requirement for some overtime when needed, the emphasis here is on “some overtime when needed” – not overtime every day for no extra compensation.  If productivity suffers and your workload begins to get behind, you have evidence that something is wrong and that you brought it to their attention. It is up to the company to negotiate with you if you are willing to work a certain number of extra hours to keep up, or whether the workload needs to be redistributed more evenly.

When you are seen to be working 50 hours a week instead of the 40 hours you may be hired to do, it doesn’t stand out to management who become used to seeing you do that and they may even think you’re happy with that because you’ve not spoken up.  You also run the risk of having management think you are not competent or capable of achieving what they may consider a reasonable workload in the hours they pay you to achieve it.  Instead of looking productive, they may see you as a time waster who has to work later because you’re not smart enough! When you do overtime on a regular basis, even when it probably isn’t really necessary, you diminish the effect of working overtime in terms of company recognition.

When you want management to see you as leadership material, going the extra mile when needed, will help you achieve that.  You don’t want “Oh, that’s Jack working late… it’s okay, he’s always here at that time.” You want “Oh, wow… look at Jack working late tonight. Isn’t he a reliable guy!”  It’s not fair, but that is often how it can pan out – when you do it every day, it becomes the norm… and ignored.

So in a nutshell, keep a record, let it be known subtly, and speak up and negotiate… because you deserve it.

How many times have you heard someone say, “Losing my job was the best thing that ever happened to me!”  Does hearing this sentiment make you scratch your head in puzzlement?  How could something so negative be so positive?  What’s the person’s secret?

Few of us begin our careers with the intent of doing something else.  After all, we’ve invested quite a bit in getting to where we are.  Much like Humpty Dumpty, we proudly sit atop our wall of achievements and accomplishments giving little thought to doing anything else.  However, with today’s winds of change, it’s pretty likely that sometime in our working lives we will find ourselves tumbling from our safe perch. For most of us the great fall occurs when:

• Our job is eliminated through downsizing.
• Our company is acquired or merges with another company and the new situation no longer appeals to us.
• Our job stays the same but we just can’t get excited about it anymore.

So, after the great fall what are the secrets to putting yourself back together again – better than ever?      

Secret 1: Accept that you must let go of things from the past.  By its very definition, change begins with an ending.  Acknowledge the loss and your feelings associated with it.  Realize that it is perfectly normal to feel sadness and some confusion or chaos.  Seek support from friends, family members, a therapist or a personal coach.  Work through these feelings.  Don’t deny or ignore them.

Secret 2: Take a close look at your previous endeavors.  Consider each of your past jobs a “test drive”.  What are the lessons that can be learned?  What aspects did you enjoy?  What things did you tolerate?  What made your blood boil?  What energized you?  What were you most proud of accomplishing? Do you see any common threads appearing?

Secret 3: Get to know yourself really well.  It’s the best investment you can make in your future.  Identify your skills.  Listen to your desires.  Write a list of your needs and wants.  Look at the labels you’ve given yourself.  Embrace your values and special gifts.  Celebrate your passions.  Liberate yourself from the beliefs you drag around like a ball and chain.  While it may sound simple, this step can be quite daunting.  As the familiar saying goes, “It’s difficult to see the picture when you’re inside the frame.”  You can jumpstart this discovery process by partnering with someone who is objective, honest and dedicated to your success – such as a personal coach or a career counselor.  Working with a partner dramatically expands your perspective and keeps you anchored as you explore uncharted waters.

Secret 4: Create a destination with soul.  Just as change begins with an ending, change ends with a new beginning.  Set your sights on a place where your head lines up with your heart.  A place built upon the solid foundation of your values, special skills and unique gifts.  Use your magic wand and paint the perfect setting for your future.  What features from your previous “test drives” do you want to include?  How can you best honor your values and share your gifts?  Where do you want to be in five years?  How do you want to be spending your time?  What does your home look like?  Who is in your life?  How do you feel? Give yourself permission to write down your dreams.  Don’t skimp on the details.  They are often the keys to unlocking joy.

Secret 5: Enjoy the journey.  Now that you know who you really are and where you want to go, the next step is getting there.  To make sure your trip is effortless, do some strategic planning before you start out.  When’s the best time to begin?  Does it make sense to break the journey down into small pieces?  What obstacles do you anticipate encountering?  What’s your plan for navigating around these obstacles?  What type of resources do you need?  What’s a realistic and energizing timeline?  How will you gauge your progress?  As you head down the road, remember to look around.  You don’t want to be so focused on your plan that you miss out on wonderful and unexpected opportunities along the way.

Energy.  Passion.  Happiness.  Balance.  Peace.  Joy.    All the King’s horses and all of the King’s men couldn’t put Humpty Dumpty back together again… but why wait for them now that you know the secrets?  To hell with the King’s horses and with all of his men, today is a great time to live the life of your dreams!

 Something as simple as happiness should come naturally to us, like breathing, but thanks to the stresses and challenges in life, many people have become confused.  They’ll be happy “when”… They put conditions on being happy that makes it difficult to achieve in the here and now. Some people have forgotten how to be happy! 

 If this sounds like you, here are some helpful tips to bring joy back into your life…

 We are all connected, yet we are each unique and have special gifts and talents. We are ALL ‘okay’!  We also tend to label everything as right or wrong, good or bad, etc.  Shift to the belief that no one is right or wrong, good or bad … they just are and accept that. Doing so will ‘free’ you!

 Release concern about others judging you!  What is right for you does not have to be right for another. It is easier to be yourself when you stop coming from a place of wondering who or what is judging you!

 Don’t try to change or improve others to meet your standards or to believe what you believe. You are not responsible for others in this way – again, free yourself!

 Are you unhappy at work, in a relationship, with your appearance, etc?  What’s stopping you from changing this?  People become stuck because of fear… fear of failing, fear of ridicule, fear of the unknown … Identify your fears and work to overcome them. 

 What ‘steps’ can you start taking today that will result in how you want things to be?  Small steps will still get you to that ‘destination’, but you’ll never get there if you don’t  make a start! 

 Get rid of negative self-beliefs… I’m not good enough, smart enough, pretty enough.  If your life depended on finding good things within yourself, you’d find them… start looking!

 We fret over everything as if we’re supposed to be perfect in everything we do. We put ourselves down at the slightest imperfection.  Well, everybody makes mistakes – learn from them, let them go, and move on!

 Know your values! We have our own sense of integrity and we are happiest when our goals and achievements match our principles. As we move towards the habits that align with our integrity, we feel good about ourselves.

 Know, specifically, what makes you feel happiness, otherwise, how do you expect to bring this into your life if you don’t know what it is? 

 Self-improvement!  When we develop ourselves, we eliminate many disbeliefs about ourselves; we stop putting ourselves down; we see possibilities; we feel peaceful, optimistic and joyous; and we have more fun.

 When was the last time you  laughed at yourself, or at anything?  Can’t find your sense of humor?  Seek out funny movies, funny books, or read the jokes pages on the web.  Start with a chuckle and work your way up!

 “Lighten up” is a popular phrase for good reason.  We have a tendency to take ourselves, our work, and our relationships too seriously. Some things are serious, but for the rest, keep it in perspective! 

 Think back to being a child, running around the playground, laughing, catching fireflies, and rolling in the snow. Remember how you felt, how you were silly and didn’t care if anybody looked at you?  What would it take to recreate those feelings today? 

 As we become adults we forget what it’s like to play games -  we’re too concerned about how other people will perceive us. What are you afraid of?  Has it occurred to you that others may think, “Gosh, I wish I wasn’t so hung-up so I could do that too!”?

  Do something completely out of character and childish this week. Go buy a silly toy. One of my clients plays with Mr. Potato Head! Find a way of making a heavy situation become light by asking yourself, “How would I respond to this if I were a child?” 

 Give other people permission to laugh. Put a clown’s nose on in the car and wave to other people as you drive around. Think of all the ways that you can play games and have fun, and do that with other people you come in contact with everyday.

 Identify your Stress triggers!  Our fast-paced lives, job pressures, the environment, etc. all lead to an excess of stressors for us. Manage your stress with Meditation, hobbies, exercise, yoga, nature walks, friends, etc.

 Don’t say “I’ll be happy if…” or “I’ll be happy when…”.  You only have “now” – you cannot live in the future until it becomes your present – your ‘now’.  You have no choice – it’s be happy “now” or never! 

Finally, don’t put conditions on your happiness! Happiness is a state of mind, regardless of our situation.  Happiness is a choice we make.  Choose to be happy today!

Then there are those who tackle life’s challenges head on, who don’t run and hide, who refuse to sit down and quit… one way or another they are determined to taste success.

It’s not about opportunity – they can both have the same opportunities and challenges – that’s not what creates success… it’s attitude.

The right attitude is behind all successful people. When the going gets tough, the right attitude is what keeps them up on their feet, looking for new open doors, new opportunities, new paths around their obstacles, new ways to reach success.

Successful people look at a grey cloud and know there is a silver lining and are determined to find it and don’t stop until they do. Unsuccessful people see the grey cloud and figure it’s probably going to rain so may as well stay home and do nothing.

So if you aren’t tasting success yet, how’s your attitude?

We are creatures of habit. We also like to feel safe and secure. This is why many people stay in their comfort zones. This is also why many people never truly experience their full potential, and success and excitement eludes them.

If sticking in your comfort zone interferes with your growth and development and if it hinders reaching your goals, and if very little has changed for you in the past 5 to 10 years, it’s time for a change! Imagine if you chose to crawl all your life because the risk of standing on your own two feet was too scary… some people live their whole lives this way. But not us, right? So here we go with 8 tips to help you out:

1. Repeat after me: “Different is good!” Change your daily and weekly routines. Take a different route to work. Shop at a different mall. Change your hair style. Change what you “usually” eat for breakfast. Listen to a different radio station. Don’t let old habits determine how you live your life today – mix it up and have some fun! Be adventurous. Try new clothes. Change your style. Change the order you usually do things around the house every now and then. Get the idea? Find new ways of doing things.

2. Get a Hobby. Don’t let life be only work and sleep. Find time to resurrect a favorite activity – karaoke? Bootscooting? Amateur theatre? Wining/dining? Book Club? Sporting club? Stamp collecting? Cooking? Fishing? Golf? Coaching kids sport? Do volunteer work. Join a committee. Get out there and participate in something. If you are breathing, this message is for you: Life! Be in it!

3. Freshen Up Your Relationships. I’m not saying get rid of your old friends, but how about meeting some new ones? Anyone in your building or street or even your company that you think you might have something in common with? Find a way to engage them in conversation. Get to know new people who you see regularly but may not personally know who can introduce you to new activities. Maybe they’d like to join you for a quick, healthy lunch time or after dinner “walk” for exercise… maybe you both have dogs and can walk them together… maybe you have common interests in movies and can catch a movie together. Be creative.

4. Be spontaneous! Imagine… It’s a Saturday afternoon. You and your significant other may find yourselves with nothing to do – assuming your children are grown or maybe you don’t have any – grab a few essentials, toss them in the back of the car and head for the country… or the city… stay overnight somewhere. It will feel like you’ve had a holiday and you’ll go home refreshed. Decide not to cook one night and go out for dinner. Do something on the spur of the moment. Don’t feel you have to plan everything in life.

5. Expand Yourself at Work. Let your Boss know you’re ready, willing and able to take on some new responsibilities. Ask him how you can enrich your position by either changing some of the things you do or adding something new and interesting. Maybe there is something he does that you can help him with. You’ll score points for initiative (useful when the payrises and bonuses are handed out!), and make your daily work more interesting for yourself. I’m very big on working yourself happy… I even wrote a bestselling book about it!

6. Be a “new dog”! Who said you can’t teach an old dog new tricks? Prove ‘em wrong. Be a new dog and learn new skills. This might be something that can help you with point (5) in expanding your work, or it might be something more in the recreation field, like learning to play chess…. or Mahjong… or grabbing a Soduku book… or going to night school to learn a new language or arts and crafts… the list is endless… learn something new and interesting to stimulate your brain cells.

7. Look After Yourself. If you are what you eat, what are you eating and when you look in the mirror what does it say about your diet? Do you need to eat more healthily? Look online for healthy meal suggestions. Add healthy vegetables and fruits to your daily eating pattern. Replace cakes and biscuits with fresh fruit. Limit take-out to once a month instead of once a day or once a week. Drink more water. Instead of reaching for that mid morning chocolate bar, try a healthy muesli snack or some almonds. I’m all for eating healthy but I don’t believe in “diets”… I even wrote a book about that!

8. Still Looking After Yourself. Even if you are slim, trim and terrific, your body needs exercise to stay that way and to keep fit and healthy. You don’t have to go to a gym or take up jogging… a brisk walk for 30 minutes a day will do it for many people, especially if they work long hours or have other commitments that prevent regular exercise or sport. If it’s not possible or wise to go walking after hours where you live, look on ebay for a second hand walking machine and you can walk for miles while you watch TV. You can do that on an exercise bike, too. You can buy exercise videos and do them in the comfort of your own home at a time that suits you.

So there you have it. Eight tips to get you started and you may find ways to expand these and think of more fun things to do that will get you out of your rut and out of your comfort zone. Don’t let any one particular idea consume you or take over your life. It should be about balance. You don’t have to change everything… start small… start with a new way of wearing your hair… let your goal be than in 12 months time you will look back and can trace your development and growth and know you’ve stepped out of your comfort zone and really lived!

1.       Move your body.

Take a ten-minute walk in or outside the building.  Get your body moving to create greater energy flow.

2.       Talk to a colleague.

Seek out a colleague in your department or another one and let them know you are stuck or feeling stress.  Spend five-minutes or so just talking about how you feel.  Sometimes just verbalizing the feelings out loud makes us feel better.

3.       Take a five-minute catnap.

 
That’s right … put your head down and give your mind a break to work through the block.  It worked in school and it can be useful at work.
 

4.       Turn up the music.

If you have a radio then pick a station to listen to, really concentrate on for five-minutes.  Take your mind off the situation and let the music in.

5.       Eat or drink.

Take a snack break. Enjoy a favorite food or beverage and just relax for a few minutes.

6.       De-clutter your workspace.

Organize your work area. Put things in piles, do some filing, clear off your desktop.  Take your mind off of everything and design a better work area. A cluttered, messy work area can create feelings of stress.

7.       Give yourself a reward.

Have a special meal, call someone you haven’t spoken to in while, schedule a massage or new haircut or pick up vacation brochures.  Lift your spirits and give yourself something to look forward to.

8.       Switch tasks.

Stop working on the current project.  Switch to something you are more in the mood to do. Get yourself into a project or task that has more appeal at the moment and then come back to what you were doing at a later time.

9.       Create momentum.

Get into a routine.  Having a clear routine develops momentum and that will keep you from feeling the stress and getting blocked.

10.    Plan a quick get away.

Plan an escape for the weekend.  Take a trip on a train, plane, bus or take a car ride.  You may even want to bring a bit of work – the change in environment may give way to that block.

Now, as businesses in the major western countries get back on their feet, one of the key factors to their success is not going to be in the number of new products they can invent or manufacture for less than their competition, but from the people who work for them… the employees who drive their business. If a company is to rebuild itself and continue to grow, it must have enthusiastic, productive and committed people and motivating the workforce must become a key strategy in business growth plans. 

Studies show that money alone does not provide long term motivation, because employees have to know the difference between being paid for the job they do as opposed to being rewarded for doing a good job, so with many companies still facing the necessity to watch their spending, here are some examples of motivational programs and options they can consider.

Health Care Programs.  While many large companies are still investing in programs aimed at improving and maintaining the health of their employees, recent studies have shown that an increasing number of U.S. businesses are buckling under the financial pressure and either reducing the options they provide or considering withdrawing from it altogether.

Some businesses are considering sharing the cost of their health plans with their employees, others are taking a look at their plans and reducing the number of options, and others are looking more toward health and wellness type programs, for example, gym memberships, massage, yoga and tai chi classes.

If your organization decides to stick to providing a health care plan, you can save money by renegotiating terms with your health care plan providers, who also in a competitive environment and if they want your business they will negotiate.  You can lower costs by asking for discounts and special deals if your company uses certain pharmacies or gyms. Now is also the time to expect better service and more for your company dollar.  Why not ask your provider to include cholesterol, high blood pressure and diabetes tests for your workforce, free of charge? 

Communicate and Stay Engaged with Your Workforce.   The days of keeping the workforce in the dark are long gone as are producing paper newsletters and notices.  We’re not only considering the environment by not wasting paper, we’re saving money.  Savvy employers are keeping in touch by using “social media” and the trend will grow in 2010.  No longer the domain of those with too much time on their hands, social media (Twitter, Facebook, etc.) are becoming part of business culture with more and more businesses using it as a form of network marketing as well as keeping in touch.

It’s important, especially during challenging times when employees feel the most vulnerable and insecure, to maintain regular contact, to give them encouragement, boost their spirits and their motivation.

An increasing number of businesses are turning to social medial to engage with their workforce, moreso than using email.  Other tools used are company blogs and online forums and discussion boards to stay in touch and encourage communication.  Another benefit of using social media for communications is the ability to interact with individuals and encourage communication between all levels of a company and between teams situated in other parts of the country or even the around the world.

Match the Reward to the Employee.  Another challenge for companies to face in the future are the number of different generations within the workforce and it is predicted that by 2020, there will be five generations working, each with their own needs and wants and they will all need to be handled differently.  In leadership, one size definitely will not fit all. For the immediate future, the main issue will be retaining your top end performers and increased competition for jobs from those whose retirement funds were destroyed and now seek to return to paid work.  Within this segment you will find very experienced performers who may well be happy to stay in the one job, but this needs to be balanced with an experienced or potentially talented younger workforce who you also need to be motivated and retained for the long term future. Clearly, the motivational needs of both these generations is going to be vastly different.

Non-financial rewards. These days, two strong motivators are related to career advancement and job security. For future long term benefits, motivate your high performers with diverse career development plans, so they don’t have to leave your company to find advancement elsewhere.  If you cannot promote from within your own company, consider transfers within your own branch to different departments or to other branches of your division or even sister companies. An employee whose ideal career future can be nurtured and provided, is an employee you will keep.

Other ways businesses can motivate employees include share schemes.  Some countries offer tax savings to employers and employees for approved share schemes and it would be prudent to check if this applies to you, so you can take advantage of it.  Share schemes are a low cost incentive for companies to introduce yet provides long term motivation. Employees have the incentive to be productive on a long term basis because the better the company’s shares perform, the more they get to share in the success.

You can also offer more social activities for employees to boost morale and help them relax.  Consider a company sausage sizzle in the park, or maybe start the day with a 5-10 minute relaxation program such as Tai Chi.  You can offer a day off to the employee who finishes their important tasks and has met all their deadlines. 

It doesn’t make sense for businesses to not consider benefits that they deem will cost the company in some way, such as giving an employee the day off, when you consider the cost to businesses from employees taking too many “sickies” and wasting time at work.  A happy, motivated employee can do the work of two and assist to accelerate your business.  Achieving that type of employee just makes good business sense.

Team Spirit:  Developing teams will continue to be high on the agenda and working within a fun and uplifting team environment is a very cheap way to motivate and encourage employees.  Nobody enjoys going to work with people with whom they have little in common and they have difficulty getting along with.  People who feel ostracized by age or cultural differences are not going to fit in or be easily accepted by the majority – like broken links in a chain, the team will be adversely affected because not everyone is cooperating and working smoothly together.

People working together, communicating and cooperating, regardless of individual differences, is the key to long term success. But it isn’t just developing team spirit within individual departments that is important, the new mission is to make your entire organization’s workforce be one huge team who can work together.  In this way, all employees would contribute their ideas and communicate with other departments to find ways to make great ideas work. Not only is this hugely beneficial to the company, but it makes the employees feel like they have a vested interest and an important role to play. Such individuals are highly motivated and geared for success.

Positive Feedback. One motivational tool that will continue to be successful is providing positive feedback.  It costs nothing and provides huge results.  Employees need to know they are doing something right and worthwhile.  While it is important to point out areas that need improvement, counter this with acknowledgement of areas where they are doing well.  Don’t just hand out random compliments, tie the positive feedback to real results and actions and encourage the employee to continue their excellent work.  Let them know their efforts do not go unnoticed by the ‘top brass’ – and this is also a subtle way of informing them that any lack of effort would therefore also not go unnoticed.

Motivation is tied to morale.  When morale is low, productivity drops and employees leave.  Business suffers.  During difficult financial times when it is not possible to consider financial rewards and incentives, companies must be creative and flexible. 

Many of today’s younger workforce are motivated not only by high paying careers but also work that appeals to their personal interests and that also offers opportunities for personal and career growth.  They want to do work that gives them pride and a sense of accomplishment. Many have learned from previous generations that it is important to do work that makes you happy, that gives you a reason to bounce out of bed in the morning with anticipation as opposed to dread, and they are looking for employers who can provide that stimulation PLUS time enough to enjoy a private life.

It is imperative for organizations to link their corporate missions to work motivation because machinery, office equipment, buildings and great products or services alone do not grow a business… people do.

 If you don’t have the full support and understanding of key management positions, any organizational changes being made are going to be thwart with difficulties. It is up to CEOs and Presidents to champion the cause and ensure their managerial teams are also in full support, so that it can filter down through the ranks more smoothly.

 It is not enough to merely hand a list of problems and preferred outcomes or objectives to a managerial team and expect them to go ahead and get to work on it. They, too, need guidelines and guidance, reassurance, and training. Many Managers get to where they are through natural progression up the corporate ladder, climbing their way on their years of experience. But this doesn’t mean they know how to manage. The Manager of the Sales Department may be an excellent Sales Person himself and know how to train his staff in successful sales techniques and strategies, but as a manager of people and an organizational change expert, he may well be out of his depth. The same can be said for many managers in many different departments.

 All the brilliant change plans in the world will fail if those who are responsible for the action have no idea what they are doing and possibly, don’t believe in what they are doing. So the first step is ensuring the managerial teams understand what changes are being made and why, and what outcomes are being sought and why. They then need training in the best methodologies for introducing the new systems to their own departments. This requires a whole set of skills many managers lack, simply because it has not been something they have been taught before. This includes people skills, communication skills, and negotiating skills.

 But even if changes are not being introduced, Managers who want to improve the bottom line results of their departments need these same skills. By now it is a well known fact that a happy workforce is a productive workforce. Happy workers who enjoy a high morale and feel good about their employer, take more pride in their work and wish to see “their” company succeed. They look after the customers better. They take less sick leave. They’re find more efficient ways of doing things. They participate more. They work harder. This is good news for any company’s bottom line.

 The Manager in charge of this type of workforce is one who knows how to listen to his staff. He respects his staff and their abilities. He asks his staff for their input and promotes a team spirit. He cares about the individuals in his department and realizes that their individual success in a team environment results in success for the company. He knows how to handle trouble-makers and grizzlers and convert them into happy, productive employees. He understands the process of coaching and mentoring those in his care to produce the best results. He is clear with his instructions, and does not play the Dictator role. He does not waste his time looking over shoulders. Instead, he is available for his staff to bring challenges to for discussion and resolution.

 Learning to listen, observe, trust, guide and coach employees is not something that miraculously occurs when somebody is promoted to a Managerial position. It is up to the Company to assist their Managers by providing training for them, enabling them to be effective Coach-Mentor-Managers.

 Too often, when a department is seen to be in trouble, blame is laid at the departmental Manager or Supervisor’s door. Really, there is no excuse for a company putting somebody in a position of authority when they are ill equipped to handle it. This is a problem that will recur until organizations realize that managing people is not a natural ability inherited with a managerial title. Resources are available to train Organizational management teams, and often, all it takes is a phone call to put it into action.