A successful organization can generally trace its success to motivated employees. A look at the synonyms for the word ‘motivated’ such as induce, move, provoke, prompt, and cause, shows that without motivation at some level, nothing really gets started
However, motivating people can be difficult;
there are no magic formulas or programs to motivate individuals. Motivation is
also personal. While one employee may appreciate time off, the next may enjoy
new challenges. The basic rule is to discover what your employees want and
create a way to give it to them or encourage them to earn it. Following this
principle should motivate your employees and allow them to become engaged in
the success of the campus and your department.
In 2006, and again in 2012, classified and exempt
professional staff on the Boulder campus participated in an Employee Engagement
Survey. Through this process, the campus has been able to identify what it is
doing well and where it can improve.
Results and key trends from the surveys are
highlighted below.
§ In 2012, 90% of employees saw their job as
vital to the overall purpose of the University, an increase from 88% in 2006.
§ In 2006, 80% of employees were willing to go
above and beyond their normal work duties. In 2012, this number increased to
nearly 89%.
§ From 2006 to 2012, the percentage of employees
who believe they are utilizing their talents increased by 9% (75% overall).
§ Currently, 72% of employees would recommend a
friend to work here (an increase from 60% in 2006).
§ Employees with a shorter length of service
(under two years) have been consistently more positive and optimistic about the
work environment. It is vital that campus capture and build on this optimism
While employee opinions have improved in regards
to recognition programs and rewarding employees, the 2012 survey highlighted
that this is still a key area to focus on improving. Our hope is that this
guide will help you start recognizing those individuals who are willing to go
above and beyond to make the campus and your department a better place. By
effectively recognizing employees, you can help support, develop and retain
great employees who have chosen to work for the University of Colorado Boulder.
Without recognizing and motivating employees in ways that are meaningful to
them there is a risk that you will lose them.
In their bestselling book on employee retention,
Love ‘Em or Lose ‘Em, Beverly Kaye and Sharon Jordan-Evans ranked the top
reasons employees remain where they are:
1. Career growth, learning, and development
2. Exciting and challenging work
3. Meaningful work, making a difference and a
contribution
4. Great people
5. Being part of a team
6. Good boss
7. Recognition for work well done
8. Fun on the job
9. Autonomy, sense of control over my work
10. Flexibility, for example, in work hours and
dress code
11. Fair pay and benefits
12. Inspiring leadership
13. Pride in the organization, its mission, and
quality of product
14. Great work environment
15. Location
16. Job security
17. Family-friendly employer
18. Cutting-edge technology
This list provides a hint of what matters to
employees, which is a key point in employee motivation. How would answers from
employees in your unit match or differ from this list? Find out what matters to
them by asking – one on one, in a group, or using the sample
Motivation Survey. Then use principles and ideas from the HR Guide to
customize an approach to motivating your staff, based on what you learn.
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