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Working Knowledge
A Monthly Column about Life on the Job
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By Elisa F. Topper
American Libraries Columnist
Elisa F. Topper is director of the Dundee Township (Ill.) Public Library District and a career consultant. Contact her at working@ala.org.
Column for January 2004
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Knowing How to Say “Thank You”
I serve as administrator for a medium-sized public library and find that recent budget cuts—which have meant an across-the-board cap on annual raises—are really beginning to affect staff morale. While I can't reward employees with salary increases, I would like to do something to show how much they are appreciated for the outstanding work they do. Any suggestions?
—All Tapped Out
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Times of economic constraint pose double trouble for administrators: Not only do bosses face enormous financial pressures, but they also must address the low employee morale that sometimes follows. While it's always important to show staff that you appreciate their contributions, when times are fiscally tough it's crucial that you find ways to do so.
You may be surprised to learn that monetary rewards do not produce long-term performance and productivity results anyway. In fact, some research shows that reward programs that only emphasize cash incentives can actually "de-motivate" staff by shifting the goal from a sense of accomplishment and contribution to attaining the carrot of the fiscal award.
Now is the perfect time to focus on enhancing employees' feelings of value and connection to the overall mission of the organization. Here are just a few ideas to get you started:
- If you don't know what kinds of non-monetary rewards employees might like, ask them: What would make your job better? What kinds of incentives are important to you? It may seem obvious, but there is no one better to answer key questions about what motivates employees than the employees themselves.
- Don't forget to say "thank you" when staff put in extra effort on the job, and be sure to carry this practice over into staff meetings by adding to the agenda time to issue thanks and compliments. Out of 67 potential rewards for doing a good job, employees ranked personal congratulations from the manager as number one, and a written note from the boss came in second, according to a survey reported on the Foundation for Enterprise Development website (www.fed.org).
- Create an employee motivation program with departmental awards for exceptional work, perhaps with an emphasis on customer service.
- Make a “thanks for your help” box and ask staff to drop in the names of fellow employees who go beyond the call of duty; then hold a monthly drawing for a small gift.
- Celebrate the completion of major projects with a special coffee break with treats.
- Be sure to acknowledge the anniversary date for each employee either with a paper or electronic card.
When an administrator engages everyone in the mission of the organization and generates a shared vision for success, employees will be inspired to do their best.
We want to hear from you: How do you motivate staff to do their best? What creative ways have you implemented to reward employees? Send ideas to working@ala.org, and we will share them in a future column.
Additional Resources
- Bringing Out the Best in People by Aubrey Daniels. McGraw-Hill, 1999.
- C.A.R.E. Packages for the Workplace: Dozens of Little Things You Can Do to Regenerate Spirit at Work by Barbara A. Glanz. McGraw-Hill Trade, 1996.
- Getting Employees to Fall in Love with Your
Company by Jim Harris. American Management Assn., 1996.
- How to Recognize and Reward Employees by Donna Deeprose. American Management Assn., 1994.
- Looking Forward to Monday Morning by Diane Hodges. Threshold Group, 2001.
- Love 'Em or Lose 'Em: Getting Good People to Stay (2nd ed.) by Sharon Jordan-Evans and Beverly Kaye. Berrett-Koehler, 2002.
- 1001 Ways to Motivate Employees by Bob Nelson and Kenneth Blanchard. Workman, 1994.
- 301 Ways to Have Fun at Work by Dave Hesmath and Leslie Yerkes. Berrett-Koehler, 1997.
(c) Copyright 2004 American Library Association
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