Supervising and Motivating Employees

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Supervising and Motivating Employees
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• Human Resources Management and Supervision

OH 6-1
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Chapter Learning Objectives

• Describe the supervisors role.
• Tell what motivates employees.
• Identify the basis upon which employees should be
  trained, coached, rewarded, and disciplined.
• Summarize tactics to monitor employees and ensure
  standards.
• Identify elements in an effective employee
  recognition or incentive program.

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Supervising Employees
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Challenges Confront New Supervisors

• Tasks performed by supervisors are different from
  those done by hourly employees.
• The task of supervising people is different than
  performing technical tasks.
• Supervisors help new employees when necessary, so
  they must know how to do the work of the staff
  they lead.

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Making the Transition to Supervisor

• This is the servers last shift as a server.
  Tomorrow he will begin work as a dining
  supervisor and will find that work tasks and
  responsibilities are very different.

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Building and Managing Employee Relationships

• Good supervisors can adjust from being a group
  member to a group leader.
• Decisions must be made that are best for the
  operation, its customers, and its employees.
• Effective supervisors are clear and careful about
  what they say (and dont say), and are honest and
  fair.

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What Motivates Employees

• A supervisor cannot motivate anyone motivation
  must come from within each person.
• Good supervisors create conditions that allow
  employees to be motivated.
• While every person is different, there are some
  factors that typically do (and do not) motivate
  people.

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Maslows Hierarchy of Needs
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Maslows Hierarchy of Needs continued

• As soon as a lower need is fulfilled, a person is
  typically motivated to fulfill the next higher
  need.
• Needs vary for each individual.
• Needs change what motivates a person at one time
  may not motivate him/her at another time.

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Motivation-Hygiene (Two-Factor) Theory

• Many people assume that factors that motivate
  employees and that demotivate them are opposites.
• The two-factor theory identifies different
  factors that motivate and demotivate employees.

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Two-Factor Theory Motivation Factors

• Esteem
• Accomplishment
• Contribution
• Responsibility
• Acknowledgement
• Recognition
• Growth

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Two-Factor TheoryHygiene Factors

• Working conditions
• Company policies
• Hours
• Equipment
• Fair pay
• Health benefits
• Time off
• Working relationships
• Supervisory style

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Effective Supervisors Plan for Success

• They have a clear vision of the desired workplace
  and how to get there.
• They are able to plan and organize the work of
  teams.
• They are able to consider the need for future
  improvements.

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How Do Supervisors Communicate?

• In shift meetings
• During production meetings
• With employee bulletin boards
• By management group meetings

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Supervisors Must Reinforce Positive Performance

• Provide feedback.
• Recognize and complement successful performance.
• Encourage continued on-job success.

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How Would You Answer the Following Questions?

• According to Maslows Hierarchy of Needs Theory,
  _______ needs are the most basic.
• According to the Two-Factor Motivation Theory,
  _______ factors can make employees unhappy and
  prevent them from doing a good job.
• Employee development is only one way to improve
  employee performance. (True/False)
• The only way to reinforce positive performance is
  to become angry and threaten the offending
  employee. (True/False)

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Progressive Discipline

• Employee is encouraged and reminded about proper
  performance.
• The employee is given notice about below-standard
  behaviors with a reminder to improve.
• Written feedback is provided.
• More serious consequences that eventually end in
  termination are used for repeated problems.

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Motivating Employees Everyday

• Acknowledge them.
• Express appreciation.
• Share information.
• Express interest.
• Involve them.

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Acknowledge Employees

• Say hello.
• Call people by name.
• Make eye contact.
• Greet each employee at the start of each shift.
• Say goodbye at the end of each shift.

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Express Appreciation

• Extend your thanks by inserting a positive note
  in the employees file.
• Publicly express your appreciation or that of a
  guest.

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Sharing Information

• Keep employees informed.
• Explain why changes are needed.
• Ask for employees help in solving problems.

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Expressing Interest

• Expressing interest shows that you care about
  employees as individuals and as staff members.
• When you ask a question, listen to the answer,
  and show you are interested.

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Employee Involvement

• Recognizes employees as valuable individuals and
  team members.
• Provides opportunities for responsibility,
  contribution, creativity, and growth.
• Shows the managers commitment to the team and to
  teamwork.
• Yields better plans and decisions.

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Activity

• Page 139 in text
• Break into groups of 3
• With your group, go through Scenario 1, 2 3
• Take 20 minutes

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Creating Recognition and Incentive Programs

• Incentive programs encourage employees to meet
  goals by offering a reward.
• Goals must be high but realistic.
• Employees must know the rules, and how they will
  be measured.
• Participants progress must be easy to measure.
• Programs should not be too lengthy.
• Regular communication is important.
• Rewards must reflect the employees efforts.

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Examples of Incentive Programs

• Service awards
• Sales and productivity awards
• Customer satisfaction awards
• Safety awards
• Longevity and perseverance awards

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Activity

• Page 145
• Lets discuss as a group

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How Would You Answer the Following Questions?

• Progressive discipline programs should not be
  used in states that adhere to employment at
  will laws. (True/False)
• Sharing information with employees is a first
  step in asking their help in solving a problem.
  (True/False)
• Incentive programs must be short to be effective.
  (True/False)
• Guests responses about service quality are
  typically provided only if they are very happy or
  unhappy. (True/False)

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Key Term Review

• Coaching
• Dissatisfiers
• Ego needs
• Employment at will

• Esteem needs
• Hygiene factors
• Incentive program

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Key Term Review continued

• Maintenance factors
• Maslows hierarchy of needs
• Motivation factors
• Motivation-hygiene theory

• Mystery shoppers
• Physiological needs
• Primary needs
• Progressive discipline

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Key Term Review continued

• Role model
• Safety needs
• Satisfiers
• Self-actualization

• Social needs
• Two-factor theory
• Wrongful termination

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Chapter Learning ObjectivesWhat Did You Learn?

• Describe the supervisors role.
• Tell what motivates employees.
• Identify the basis upon which employees should be
  trained, coached, rewarded, and disciplined.
• Summarize tactics to monitor employees and ensure
  standards.
• Identify elements in a effective employee
  recognition or incentive program.

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Next Week

• Due
• Chapter 6 7 review and article review 1
  chapter report 1 article review
• Read Chapter 8 Training Employees