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| How I motivated Christopher and Joe |
How I motivated Christopher and Joe.
Author: Lukas M. Stechnij
Do You know how to motivate employees ? If so, do not waste your time on reading this article.
I could not motivate them, though I tried. I mulled over it continuously. There was no positive reaction. They did not "catch" any oestrus. Neither Christopher, nor Joe. I thought that I would have to say goodbye to them. And finnaly a friend of mine came and gave me an idea. The concept was very simple, and as it turned out later, effective.
Several months ago, we organaized a new farm for heifers. It was necessary for numerous reasons. On our main farm, we had to make room for more cows, which made us take the heifers elsewhere. We hired two workers at the heifer farm - Christopher and Joe.
After bringing the heifers to their new home, we set about working with them. The main task of Christopher and Joe was to feed the cattle, clean the place and detect oestrus. For the next three weeks I used to go to the farm, educate the boys on how to detect oestrus and showed it to them using examples. One month passed and the only person who "caught" oestrus was me personally. Christopher - zero, Joe - zero. I must mention that at that time there were about 25 heifers fit for insemination on the farm.
Such seat facilitates detection of oestrus in big barns.
And then my friend, an animal husbandry technician, came to my rescue. He said: " Hey, give them for example 30 PLN net for every pregnant heifer. They will earn some extra money". The idea was good and I wondered what result would it bring. I thought, that I would not risk much. If I had 10 pregnant heifers for calving in September, this is better than to have 10 heifers for calving in October or November. 10 x 30 = 300 PLN. After adding tax, it would come to about 400 PLN. But my heifers will have been in milking for a month. I will get money back from milk. I will have ten heifers ready to breed faster. Another advantage is that the boys will be satisfied with the opportunity to earn some extra cash.
Within the next three weeks, Christopher and Joe "catch" almost all heifers in heat. They even called the AI breeder in Sunday evening. They did not get any heifer get away. I was surprised. Positively. Later, I deadened my enthusiasm a bit. I thought - the pregnancy checking is coming, then it will probably turn out that 70 % are not pregnant.
Motivated employees mean happy animals on the farm.
The day of the first pregnancy checking approached. We drive five heifers to the cattle chute and the veterinarian begun the examination. The moment of truth came. I swallowed. I was a little afraid. The first one was in calf, I thought that the boys were lucky. Second one - in calf, I started laughing to myself. I saw how focused Christopher and Joe were. Third one - in calf. I thought that mathematic is cruel and it will change in a moment. Fourth one - in calf. I could not believe it. Fifth and final one - in calf. I believed. I said to myself that nothing would spoil that day for me. I called Christopher and Joe "champs" and made quick calculations - who earned what. The same employess in whom I ceased to believe, did something which made me believe in the power of motivation. Finally I could approve of Christopher and Joe.
"A man should never be appointed to a managerial position if his vision focuses on people's weaknesses rather than on their strengths. The man who always knows what people cannot do, but never sees what they can do, will undermine the spirit of the organization. Of course, a manager should have a clear grasp ot he limitations of his people, but he should see these as limitations on what they can do, and as a challenge to them to do better" - Peter F. Drucker.
Here is a list of tips which will help you better motivate your employees:
- use the carrot more often than the stick, although the stick should have a pointy end
- condemn the deed, not the perpetrator
- treat a price as an investment in people
- price publicly, reprove privately
- when you learn what motivates you to actions, you will also learn the ways of spurring the others
- when people know what you expect of them, the job is half done
- develop an attractive system of bonuses and rewards for your people's work, and they will double their performance
The "sandwich" technique.
There is valuable, commonly used technique which allows to give bad news in a diplomatic and tactful way. The trick is to put the bad message between two good ones ("sandwich").
Always start with a good piece of information. You cannot announce bad news at the very start. Always criticize after a positive opening, it should never be the last word. The last statesment must also be positive and encouraging. This way, the recipient's emotional reaction to criticism will be alleviated by the positive messages at the beginning and at the end.
Example:
- I see that you are trying your best, I am pleased with that.
- But I also must know why you don't cleaning the barn, it's very important.
- Our discussion was very fruitful, it seems that we understand each other. The effects of our work will turn up fast.
"In order to encourage the people we are responsible for to do their best, we must manage them in the way we would like to be managed" - Janet Gallant
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Posted by Lukasz_Stechnij
on 30/01/2011
334 Reads ·
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