Organizational culture plays an integral role in the well-being of your employees. Your company’s culture represents the personality of the business and showcases the treatment of your workers.

Adopting a toxic work culture can hurt your employees. A bad organizational culture can result insignificant churn, reduced productivity, and a lack of business performance. If your business fails to promote good culture within its four-walls, your workers are at risk of demotivation.Mosaic.2013.93

Because your employees lack the will to do well, they experience a progress slowdown. Demotivation leads to decreases in productivity, which can affect your sales. Employees lacking motivation tend to seek greener pastures in the arms of friendlier companies.

As an employer, it is your responsibility to uplift your employee’s morale while maintaining good office culture. Rid your company of these negative corporate culture habitsand watch how it lifts your workers’ motivation:

Lack of recognition in the company

Some employers take the advantages of recognition for granted. Employees are paid to work; whatever they do outside the range of their capabilities are necessary. Why is there a need for recognition when you pay them to do the work?

Lack of recognition demotivates employees easily. Why work harder when no one notices? One of the best ways to achieve success in a company is by convincing your workers to give their best. In order to do so, your company should recognize employees for their outstanding contributions.

Poor Communication Skills

Communication is everything in terms of motivating your employees. If your workers always lack information and end up guessing at leadership’s intention all the time, they will become frustrated, especially if they end up being chastised for their efforts. A company that fails to communicate clearly with its people will demotivate people with initiative and stifle any motivation to go above and beyond.

Make sure you have an avenue to communicate back and forth. This way, you save your employees from unnecessary information research.

Bad leadership habits

Leadership is the best indicator of the organization. Your workers inherit what you practice; leadership’s bad temper and lack of collaboration affects employees through every level. Some employees suffer demotivation when they feel that the leadership is a failure.motivational-speaker-2

Practice what you preach. Motivate your employees by showcasing proper leadership habits, which they will pass onto others in the future.

An employee’s motivation dies due to bad office culture. Motivate your workers by purging negative habits that create a negative corporate culture. If you need further help, Brad Montgomery can provide talks to help begin the change in negative company habits. Call us for more information.

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Motivational speakers have one job—that’s to deliver a rousing speech that will energize the workforce into becoming more productive for the company—or do they? Many companies are foregoing hiring motivational speakers because speakers “don’t represent an effective return on investment (ROI)”.

This may be the case for many businesses and motivational speakers, but this is probably because businesses don’t know how to use their speakers correctly. Managers need to realize that while motivational speakers can arguably only do one thing – talking – there are so many ways they can take advantage of it.

More Ways Than OneCHG-454

Here’s a fact: motivational speakers thrive on energy, and the more things companies give them to do, the happier and more important they feel. A manager can book a speaker to discuss a specific topic for an hour out of a weekend event, but that’s hardly a smart use of the speaker’s time, and the company’s money.

Ask motivational speakers to take on jobs such as joining a panel, emceeing a Q&A session, or even hosting a debate. This strategy allows the company to get more bang for their buck upon hiring the speaker, and it allows the latter more opportunities to improve their image to the audience of the various events. It’s a win-win strategy for both parties, but there will of course be questions about whether the speaker would agree to such terms.

Lazy Speakers are Dead Speakers

We can’t think of a good reason why any motivational speaker would turn down more opportunities to make them shine. Speakers depend on invitations and audiences willing to listen to what they have to say on a specific topic. The only way to ensure that is to make as many people as possible aware of what they have to offer, and speaking for one hour out of a weekend event simply won’t cut it.

Motivational speakers are human Swiss army knives that companies can use in a variety of different ways to get a better ROI, as well as elevating their profile as an authority in the field. If you want more tips on how motivational speakers can help your business, explore the rest of our website, or contact us today. Brad Montgomery has over twenty-five years of experience, speaking at different events, and knows what he’s talking about when it comes to the speaking business.

Advances in technology are helping businesses get the job done faster and easier. The pace is so fast that not every employee can follow, though. As your business needs to transition to new technologies now, it’s best to prepare everybody for what’s coming.

Change is constant, even in the workplace. If you have employees who beg to differ, however, then you shouldn’t force them. Let them know how important this is for your operations by doing the following:

Influence Them with a Motivational Speaker

As one of the leaders in your business, you can ask for help to double your convincing powers. An effective motivational speaker doesn’t only inspire and motivate their audience. They need to have the natural skills to bring passion and positivity to your employees, so you can help improve job satisfaction. In addition, they understand the type of audience they’re talking with. They use a language that’s easy to understand, while including humor to make their speeches interesting.Happiness at work

Let Them Attend Trainings According to Needs

The workforce – not the new technologies – is the most important asset of your business. It’s best to let them understand that their cooperation is necessary to keep the operations going. Forcing them to a decision isn’t advisable because there’s a possibility that they might not give their 100% to the job.

A person’s familiarity with technology differs. Find out why your employees can’t or don’t want to adapt to the new technology. Don’t let them say no without trying, though. Let them attend preview sessions and trainings, so they’ll have an idea about the work they’ll soon perform.

At Brad Montgomery, we understand how you want your employees to advance further. Contact us for more information about our corporate leadership, marketing, motivational, and productivity presentations. We don’t only reach to your employees, we find ways to keep them driven at work.

In my career of over 25 years, I have heard dozens of managers cry about how their employees don’t perform well and don’t feel driven. In most cases, the lack of productivity comes from low morale. And there are many things that contribute to this. Off the top of my head, I can think of three factors:

Lack of Contribution

It’s easy to tell others what to do, but this can be too much in some cases. When your employees have no say whatsoever in every company decision, they feel like they have no input at all. This would leave them no opportunity to voice out what they think should change. Over time, this will take its toll on your employees and they will have a terribly low morale.IMG_3436

Micromanagement

Another factor to avoid is micromanagement.  Won’t you feel annoyed if your boss keeps nagging you about the tiniest details? Of course you would! Nobody likes being micromanaged, because it ruins your own pace. Once the task is finished, the result is the effort of the boss who micromanaged the whole thing instead of the employee hired to do that particular job. This is definitely a bummer for employee morale because they don’t feel they accomplished something.

Zero Appreciation

Some people don’t realize how important appreciation is. Your employees work hard and they don’t get some sort of appreciation? Come on, that will surely annoy them.

Sometimes, employees feel demotivated because they don’t get rewarded for all the good things they do. If this happens 8 hours a day, 5 or 6 days a week, of course your staff wouldn’t like it and will see no sense in excelling at what they do.

But you know, low employee morale isn’t the end of the world. It’s possible to turn this around with some help – my help. It’s easy to see when your employees feel down, and that’s the right time for me to do my thing. I’ll hype up your staff and make them feel awesome. I have a million ways of motivating your workforce. Trust me, whatever I come up with will be great.

The name is Brad Montgomery, and you can learn more about me by browsing my website, BradMontgomery.com. If your workforce feels down and needs some motivating, I’m the man to call. Bookmark or browse through my blog for more posts like this or contact me for more information about my services.

Companies often learn early on that they’ll need to choose which kind of management style they’ll need to go with when handling employees. Some businesses go with the tough love approach, while others prefer a softer, nurturing style of management. Psychologists recommend using a combination of both for the best results. How will managers know when it’s the right time to switch styles?

Don’t Switch, Mix

The first thing that managers need to know is that using a combination of both hard and soft management doesn’t require them to do any kind of switching at all. It may be difficult to believe, but it is possible to combine these seemingly opposing styles and create a friendly environment that also holds people accountable for their responsibilities.

The best way to illustrate the point of how this can be done is through the application of criticism. There are ways for managers to criticize their employees without pushing them away, but what most people don’t recognize is that the path to constructive criticism begins with proper praise. Building employees up is good when they did something right, managers just need to watch the kinds of words they use.

motivational speaker

Change Management Speaker

Talent Versus Skill

Astute managers never say words like talent, or natural when praising their employees. Equating the quality of a person’s work with their inherent ability rather than their hard work makes an employee vulnerable to self-doubt when they run into adversity. Here’s how it works: if an employee is successful because of talent, then they will think a task is not right for them every time they fail.

This severely cuts the confidence they have in their work, making them sensitive to even the softest of criticisms. The best employees aren’t necessarily the smartest of the bunch, but the ones with the most confidence when performing their tasks. Building that confidence takes more than just nurturing or pressure to achieve, it’s knowing the timing of when to hold back on both praise and criticism.

There are more techniques companies can use to help them build positive relationships with their employees. If you want to learn more or take advantage of such techniques, contact us today. We love talking to people in general, just as long as we know we’re helping them become better.