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Rick Henkin Karl Kasca
In This Issue:
- Tip of the Week - How to Increase Employee Productivity in 5 Easy Minutes
- TheSolutionMovie.com
- Have a topic idea? Let us know
Tip of the Week- How to Increase Employee Productivity in 5 Easy Minutes
I just finished reading an article in the Inside Influence Report, entitled "A Great Recipe for Employee Productivity...in Five Easy Minutes."
If you have employees, you know that some of the traditional ways to motivate them to work harder or to be more conscientious are to offer more pay or rewards such as vacations, gifts, or profit-sharing.
According to the article, Adam Grant, a scholar in the field of organizational behavior, set out to test his theory that employees sometimes don't live up to their potential because "they've lost track of the significance and meaningfulness of their own jobs."
He believed that reminding workers of the importance of what they do, would increase their productivity and cause them to be more motivated.
Using the employees in the call center of a fund raising organization, he divided them into 3 groups:
- Personal Benefit- these employees read stories from other employees describing what they perceived were the personal benefits of the job including financial benefits as well as development of their own skills and knowledge
- Task Significance- these callers read stories from the beneficiaries of the organization who described how the scholarships they had received had a positive impact on their lives
- Control- this group didn't read any stories
The callers were told not to discuss or share the stories they had read with each other.
Mr. Grant then set out to compare the number of pledges earned as well as the amount of money donated between these 3 groups of callers both one week prior to the study and one month after.
Here's what they found:
- Personal Benefit and Control- results were almost exactly the same before and after in terms of pledges earned and money donated
- Task Significance- these callers earned more than twice the number of weekly pledges (from an average of 9 to average of 23) and more than twice the amount of money donated (from a weekly average of $1,288 to an average of $3,130). The difference came about primarily because these employees were now making more calls per hour than they were prior to reading the beneficiaries' stories
The "moral" of the study is that you can motivate employees by reminding them of the importance of their job to others as well as to themselves.
I've always believed that people work for more than just pay. I believed that they also wanted a pat on the back, a "job well done" compliment. I still think that's extremely important, but now I also realize it's equally important that they understand the significance of their jobs and the impact it has on the lives of their customers.
Rick Henkin
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Best Wishes,
Rick Henkin and Karl Kasca
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