Icebreaker - PMI Mile Hi Chapter

Icebreaker
Once you are finished reading this,

Find a partner, recall, and discuss:
A time when you felt motivated,
recognized, or valued at work
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A program customized for
PMI Mile HI Symposium
How to be the Project Manager
everyone wants to work for.
Six secrets to motivate your team.
Presented by Tiffany Dahlberg
Six Secrets
1.
2.
3.
4.
5.
6.
Learn what “Motivation” is
Apply Motivational Theories
Understand what Motivates People
Reveal the Benefits of Rewards and
Recognition
Decide how to Reward and Recognize People
Create Top 10 ways to Motivate Team
Members
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What is Motivation?
“Motivation refers to the forces within an
individual that account for the direction,
level, and persistence of effort expended at
work.” (Schermerhorn, Hunt, and Osborn)
 Direction
 Level
 Persistence
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Three Motivational Theory Categories
1.
2.
3.
Reinforcement: behavior and
outcome
Content: needs
Process: thoughts
These theories only address North
American culture.
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Herzberg’s “Two-Factor Theory”
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Hygiene factors vs. Motivators
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McClelland’s “Three Needs
Theory”
Achievement
Affiliation
Influence
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Achievement
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Affiliation
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Influence
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McClelland’s “Three Needs
Theory”
Achievement
Affiliation
Influence
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Vroom’s Expectancy Theory
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Assess and Apply all Three Theories
1.
2.
3.
Frederick Herzberg’s “Two-Factor
Theory”
David McClelland’s “Three Needs
Theory”
Victor Vroom’s “Expectancy Theory”
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What motivates employees?
66%
83%
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What motivates people?
Factors:
Supervisors
Employees
Good Pay
1
5
Job Security
2
4
Promotion and Growth
3
6
Good Working Conditions
4
7
Interesting Work
5
1
Tactful Discipline
6
10
Personal Loyalty of the Supervisor
7
8
Full Appreciation of Work Done
8
2
Help with Personal Problems
9
9
Feeling of “Being in on Things”
10
3
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The Business Case
According to Maritz’s study, employees who are completely
satisfied with a company’s recognition program are:
 11 times as likely to be satisfied with their jobs (76
percent vs. 7 percent).
 Seven times as likely to spend their careers with the
company (63 percent vs. 9 percent).
 Seven times as likely to recommend their
organization to others (80 percent vs. 12 percent).
 Almost five times as likely to feel highly valued at
work (73 percent vs. 16 percent).
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Why should you recognize and
reward people?






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

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Reduce Turnover
Increase Productivity
Increase Loyalty
Increase Morale
Increase Quality
Increase Teamwork
Increase Communication
Increase Customer Satisfaction
Decrease Stress
Attract High Quality People
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“One kind
word can
warm three
winter
months.”
Japanese
proverb
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How to reward and recognize people
Timely
 Individual
 Positive

Useful
 Sincere and Specific

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Why should you care?
More than half (55 percent) of those
surveyed agree or strongly agree that the
quality of a company’s recognition
efforts affects how they perform their job,
but only 10 percent are completely satisfied
with their company’s rewards program.
- Maritz Incentives poll
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What do you need to know to implement
a rewards and recognition program?

What is the culture at our organization?
 How
do we do things around here?
 What is valuable to people?
What will the management team support?
 What resources do we have?
 What is the current program and what
does or doesn’t work?

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Types of Rewards and Recognition
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Top 10 ways to motivate people
1.
Break into to teams.
2.
Brainstorm Top 10 ways to motivate team
members.
3.
You have 5 minutes to document your list. Get
started!
4.
When you are finished, choose a spokesperson
to share your list with everyone.
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Summary
1.
2.
3.
4.
5.
6.
Learn what “Motivation” is
Apply Motivational Theories
Understand what Motivates People
Reveal the Benefits of Rewards and
Recognition
Decide how to Reward and Recognize People
Create Top 10 ways to Motivate Team
Members
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#1 Secret to Motivate Your Team
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Thank you for your participation!

Please complete the Evaluation form.

For more information or help on how to
effectively implement a reward and recognition
program within your organization, contact Tiffany
Dahlberg at Ready2ACT,
www.Ready2ACT.com, (720) 373-2601.
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