your motivational techniques

that I have worked for in my career had a weekly meeting just before lunch on Mondays. In this meeting weekly and monthly goals were discussed and each team member had to give a status on each deliverable for which they were responsible.

Droppedballs were found immediately and if a member repeatedly failed to meet deliveries, they had to explain each week why, in front of the group.

This is VERY effective.

At these meetings, he would also give us updates to the company's 6/12/18 month plans ad asked for input on how to divide responsibilities and steer the group toward the departmental goals.

If all else fails send the fllowing memo:

to: employee@company.com
From: the boss@company.com
Subj: What you need to do to keep your job

Deliverable / deadline 1
Deliverable / deadline 2
Deliverable / deadline 3
Deliverable / deadline 4

Instead, work out a weekly or monthly percentage scale based on results required. Pay at the end of the week/month is then based on achieved results. If only 50% of the work has been done, only pay 50% of the salary. If expectations and targets havebeen met, pay 100%. If targets or goals have been exceeded, pay more than 100%.

In our organisation, the drifters and time-wasters end up either going elsewhere because they can't earn enough, or wake up and realise that to get a full month's pay, they have to do a full month's work. One or two of us have never dropped below 130%+ of expected target and consequently reap the rewards financially on a regular basis. That's motivation enough for many of us! The extra money is paid for out of the <100% motivated's pay packets and the increased productivity and hence business income of the >100%ers.

- Orient your project team members
- Meet with them individually and discuss expectations (yours and theirs)
- Group work sessions
- Weekly meetings, keeping each other informed and stick to the agenda.
- Team building sessions
- Open communication and accept their opinions, make them part of the decision making process.
- Help them become successful by conducting career discussions and follow-up. Words mean nothing, ACTION speaks louder.
- Acknowledge their contribution in front of thegroup and upper management.
- Make sure you have a Learning Plan

Because managing human resources depends in part on effective communication, you should also confirm the team communication plan.

Team building includes management and individual actions to improve team members' ability to work as a productive team. What you do as part of this activity can vary from taking five minutes during the regular project status meeting to gather feedback on morale to holding extended, off-site, facilitated workshops to improve interpersonal relationships. Select actions and particpants to meet the project's needs.

When conflicts do arise, deal with them promptly, objectively, and openly.

goals are and then fit them into the goals you need to have done for the organization.

:)

However,

1) Does everyone get the same pay rate?
2) Depending on the workload and assignment, a more experienced person might get the assignment eaving the inexperienced person out.
3) Not everyone has the same assignments.
4) Some people workfaster than others, but their quality is not as great.
5) What if you have a Manager that has favorites?
6) Do people fight over the work?
7) Has there ever been a time when everyone meet their assigned tasks on time, yet they has time to spare because they completed their work first?

There are just so many different variables here and there are no two assignments that are the same, unless you are in a line production environment.