News | SASFAA

APRIL 2005

It’s Not About the Money! Simple and Effective Ways to Motivate Without Money By Allyson Wynne, Citibank – The Student Loan Corporation One of the most important tasks of people-managers is motivating their people. Competent people who understand what needs to be done will find ways to get it done…if they are motivated! Managers typically assign much more importance to salary and benefits than they deserve. Research finds these items far down the list of motivators. The two chief motivators are typically having significant work to do and being appreciated for that work. And, what work is more worth-while than what the Financial Aid Office collectively does? Think about it! No matter what the job tasks are for any one of your people, they are collectively opening doors for students to chase their dreams. You and your staff are helping to make it possible for students to be what they want to be when they grow-up—no matter how old they are today! It is the job of the manager to make sure their staff understands this important goal. It is also the responsibility of the manager to help the team understand that their work is appreciated! Below are a few simple ways to recognize your employees. A good rule of thumb is to simply ask employees, “When you do a good job, how do you like to be recognized?” Each one of your employees is different and not everyone likes to be recognized in the same manner. For example, if your staff meets the office goal for the month and you decide to have a pizza party for the office, but half the office doesn’t like pizza, where’s the incentive? Are you truly motivating your people? By directly asking your team what is important to them in their careers, you can reward them accordingly! Lend an ear! Listening is one of the most underutilized recognition activities and yet it’s so simple to do…and cost effective! Whether a person is a peer, a direct report, a boss, or a customer, listening to them sends the message that you care…and that they are important! Remember the Platinum Rule: Recognize others the way they want to be recognized. Don’t simply assume that others appreciate the same forms of recognition that you do. Be accessible! Make time for the people you work with – especially those that work for you. The more attention you pay, the more valued they’ll feel! Encourage their growth! Work with your people to develop their talents and enhance their skills. When you put time, energy, and resources into others’ development, you not only recognize their potential, but you also set them up for future success. Celebrate team and individual success! Consider wrapping-up meetings with discussions about employees who exhibit the positive behaviors your school or office says are important. Who has recently delivered outstanding customer service? Who is a role model when it comes to teamwork? Who has made a valuable contribution that deserves our thanks? Ask these questions on a regular basis and you’ll find plenty of positive examples! Each day, “catch” at least one person doing something good…and praise them. Over time, you’ll develop a natural tendency to focus on the good in people. Create a “Caught Ya’ Doing Something Good” Board in your office. Make it a creative, colorful display with pictures and write-ups on employees. Provide “Certificates of Recognition” to employees that go above and beyond. Certificates can be hung in office spaces as a constant reminder that you truly appreciate the work your employees do. Schedule a meeting without an agenda a couple times throughout the year. Make the only topic: “I’d like to know what’s on your mind.” You’ll demonstrate that you care and encourage communication between members of your team. Place a recognition box in a common area in your office. Encourage employees to use the box to acknowledge co-workers’ good performance. Keep note cards close by for employees to fill-out. If the supply is readily available, there’s a greater likelihood it will be used by everyone…especially if you, as the manager, set the example. Take time during a staff meeting to recognize the “star performers”! In addition, make sure that the recognition you provide is: 1) Timely, give recognition as soon as possible after the good performance takes place; 2) Specific, tell the person exactly what they did that was good; 3) Sincere, insincere praise is usually worse than none at all; 4) Individual, focus on individuals rather than groups; 5) Personal, adjust the style and method of recognition to the receiver; 6) Proportional, match the amount and intensity of recognition to the achievement. Finally, be creative! Providing appropriate recognition to your employees can boost morale and increase productivity and performance. Try to step back from your Financial Aid role and remember, when it comes to recognition, at least you can finally say, “It’s not about the money!” Allyson Wynne is a Professional Development Manager with Citibank - The Student Loan Corporation. She regularly presents seminars for Financial Aid Offices and Conferences across the country.
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