If you want to know, just ask.
Annually, we create a little
Web survey with about 10
questions to get down to what
motivates them. Is it that their
job is interesting and challenging? Does the job itself motivate? Is it recognition and
reward? Is it job security; is it
time off? Is it lunch with me
[or] more time with me?
We don’t ask them to put their
name to it. That’s not important.
What’s important is that we
understand the different motivators in the company and then
create an incentive that touches
all of those. People get leery
when they have to put their
name to questionnaires like
that, and sometimes you don’t
get the honest answers.
Talking to them personally
one on one is the best way.
Over the past week, I’ve had a
good 40 percent of the individuals in my company sitting on
the other side of my desk,
looking into their eyes and
asking them questions. I ask
them for their advice and opinions, and I take it seriously.
There is no substitution for
one-on-one face time with a
leader and his employees.
Beyond that, the follow-up
process is very important. If
you do ask for feedback and
opinions from your team,
make sure they know that
feedback is taken seriously
and listened to.
I don’t always act on all the
feedback, but I always give an
answer. And I always let them
know why or why not it will
be implemented.
HOW TO REACH: Montrose Travel, (818) 553-3200 or www.montrosetravel.com
