Monthly Archives: May 2012
Employee Motivation

Employee Motivation – A 7 Point Checklist For Success

1. Say Exactly What You Expect

Employees want to know exactly the results that you want from them. Set crystal clear, unambiguous, measurable performance standards. Performance goals are important. But performance standards tell employees how well they’re progressing and how they’ll know they’ve achieved the results you want.

2. Specify Exactly How Their Performance Will Be Measured

Set the performance standards. Say precisely how their performance will be measured against the standards. The standard may be to produce 9 content rich, published blogs each calendar month. The measure may be to produce 2 a week for 4 consecutive weeks plus one “standby” blog. You could also define “content rich” and “publishable”.

3. Tell Them “How Well They’re Going”

Employees should know, daily if possible, how well they’re performing against the standards. Your internal systems should produce that information. You should support it through verbal feedback as required and at least every week.

4. Provide Resources

You cannot expect top performance if you don’t provide and maintain adequate resources: equipment, tools, time, machines and support. That’s all that needs to be said about this.

5. Create Performance Systems

Your role is, with employees, to put systems in place that make it impossible for them to fail. Remember “system” is merely a word we use to describe “how we do things around here.” If your systems are poor your people will fail. That’s the reality.

6. Establish Performance Based Reward Systems

Pay employees well when they achieve results. Pay incentives to reward superior performance. It’s best to establish reward and incentives systems that reinforce the importance and value of performance standards.

7. Encourage Autonomy

Set standards, establish systems, provide feedback, reward performance. Having done that, encourage employees to recommend improvements in all three areas. Employees want to give you what you expect. But they also expect you to respect their achievement with greater freedom to act to improve things.


Psychometric Testing

Psychometric testing is a tool used mainly in the recruitment process. It is recognized as an efficient way to gain insight into a person’s personality and psychological thinking. It can help develop team spirit in the workplace and assess an individual’s priorities.

Psychometric testing is usually an office-based procedure, although the test itself can be conducted anywhere. Many are processed online using software applications. The test should only take around 15 minutes to complete, although depending on the depth of the test, it may take longer. There are tests to assess sales capability, management styles and social personality traits.

Psychometric testing usually falls into three specific categories. Ability testing measures a person’s potential to learn new skills or to cope with the pressures of a specific job. Aptitude testing is also job related, but focuses on specific job areas and how the test taker would perform in a defined role. Personality testing covers how a person acts in the workplace in relation to different personality types. It can determine how the test taker would deal with someone of the direct opposite personality type, and suggest to management how to get the best results from someone with a certain personality type.

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