Engaging in positivity and encouragement is proven to enhance both personal and business relationships. And happier people are more productive, more focused and ultimately more successful in all aspects of life.
You have a great team of employees that constantly exceeds your expectations. They seem to be enthusiastic and motivated, as well as passionate about the work they are doing. The only problem is, they are leaving one by one. They are sending you resignation letters, and you do not have an idea how to stop it.
It’s sad. When employees seem to have one too many bad days, they may be thinking of leaving their job behind. Employee retention these days is more than just about making employees happy in the present. It is also important to consider their happiness and satisfaction for the long term.
Here are a few reasons why employees are packing their bags, and insight on what you can do to keep this from happening:
No Career Growth
It is extremely important for employees to have the ability to grow in their career path. This is why employers need to ask team members about their own goals and expectations. It is always important to find out the skills they want to sharpen or acquire. It is also advisable to offer leadership training and mentorship programs.
When you give employees the tools they need, they will be motivated to achieve their professional goals. They will also be motivated to come to work and contribute to the company’s success.
No Success Contribution
Employees want to know that their work affects the company. The bad news is, team members are just compensated for their performance, and not how they contribute to the organization’s overall success. It can be disappointing to know that they are just part of the process and not the result.
It always makes sense to give employees a share of the profit or reward them for their contribution. This will help make them feel like they are truly an important part of the organization, rather than just replaceable staff members. Profit shares, if feasible, will strengthen relationship with employees.
No Promotion Within
When employers do not promote from within, employees may feel the need to leave their jobs to advance at another company. If you have a new management position, you don’t always have to hire outside. It is always better to promote a top performer to save on time and resources spent on training someone new and unfamiliar with internal processes.
There are plenty of ways to inspire staff members. Brad Montgomery knows that employees need the right motivation to be happy and satisfied. As a trusted motivational speaker, he can inspire employees and help strengthen bonds within an organization. Contact Brad today and find out how he can inspire and motivate your employees.
Most companies to hand out incentives and disincentives to help employees improve their performance. Since it is a common practice, many people would assume that it is right and just. But do these really motivate employees?
Rewards and Punishments: Do They Really Work?
Several researchers proved whether rewards and punishments are the best ways to boost employee motivation. A study published in the journal The Accounting Review revealed that the promise of a reward motivates people more than the fear from an impending penalty. Employees will improve their performance better if they have bonuses and other incentives to look forward to.
Another study proves the opposite. An economist from the University of Chicago suggested that people were more likely to motivate themselves more to avoid loss than strive for conditional benefits. Participants who faced the threat of losing their bonuses produced higher student test scores than those with a conventional bonus plan.
Employee Motivation Through Rewards and Punishments
These studies prove that rewards and punishments systems can affect employee motivation in either way. People may work more if a prize is waiting for them. They may also force themselves to work harder as they do not want to suffer the punishment.
On the other hand, it may cause employees to always base their performance on the reward. This means they may still become unmotivated if they do not like the prize or they are used to getting it. Furthermore, using punishments may cause loss of interest and potential turnover for employees.
It’s Up to The Employer
Though rewards and punishments have their benefits and costs, it does not mean that these are not effective. The success and failure of such methods depend on employers.
Companies should give rewards that suit the task, and only when necessary to prevent a culture of expectation. As for punishments, they should set them on the same level with the tasks. Putting too much pressure on employees will cause them to burn out.
Motivating Employees Through Speeches
There are many ways to motivate employees. Talking to your employees through speeches is among them. When it comes to motivational speeches, Brad Montgomery is the one to call.
As a Certified Speaking Professional, Brad Montgomery knows how to speak to the people side of the business. He makes people realize where they are and where they should be through his compelling talks. He helps employees have the right motivation so they can realize their potential.
Click here for more information on Brad Montgomery.
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 One
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.
As an employer, it’s important that you keep your employees satisfied and motivated at work to keep their performance levels high. This high level of productivity is necessary for your business to become a success. But with all the things you need to keep an eye on, you may be ignoring some significant issues.
Calling for Unnecessary Meetings
Your workers are evidently more productive if they spend a sufficient amount of time on their work. You may not notice it, but meetings are one of the biggest time-wasting activities in a company. As much as possible, limit meetings only to the most important discussions and keep it to the point to avoid wasting time.
Overlooking Output Deadlines
Setting deadlines is already a norm in companies, even in schools. But if you set target dates for their output, make sure you don’t resort to too many extensions. Chances are, your employees may slack off and your business will pay the price. Every minute wasted in the process is a loss of profit also.
Going Over the Boundary of Work and Life
Commitment is a key to productivity. But dedication to work is good to a certain point only. If your employees blur the boundary between work and life, they are more prone to stress and burn-out, which decreases efficiency. Devoted workers are a gem, but over-dedication may also cause unproductivity.
Hiring a Keynote Speaker
You shouldn’t ignore these common productivity problems; rather, you must handle them immediately or even before they happen. There may be a lot of solutions, but the most effective one is to take your employees to the same page you’re on. Make sure they also have the mindset to increase their performance level.
With the help of a keynote speaker, you can achieve this goal. Studies show that employees who attend such presentations learn to be engaged at work. A keynote speaker has the tools essential in shifting the perception of employees towards their performance in a good way, leading to better productivity.
Productivity is one of the main components that lead a business to success. It’s essential in keeping the company performing well and achieving greater heights as an organization. Here at Brad Montgomery, we offer presentations for productivity to help your company attain increased levels of efficiency. Contact us now and let us teach your workforce the means to be more fully invested in their work.
[vc_row][vc_column][vc_empty_space height=”16px”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Interactivity is a HUGE deal in the meeting and convention industry. You NEED to ask your potential business or motivational speaker, “What do you do to engage with my audience?”
Here’s the deal: audiences are too savvy and experienced to be TALKED AT for even 45 minutes. If you’re going an hour or more with just a talking head you’re losing a bunch of your audiences. They just can learn for that long sitting and listening. They have to be involved.
I have a bunch of more energetic techniques to get them up, moving, laughing, and most importantly learning. But I also have a few more mellow ways for them to engage.
The keys are:
• Talking Heads are useful, but you have to limit that technique.
• They want to be involved and engaged
• They want me to tie in the interactivity with my message. They don’t want to waste their time.
• The interactivity has to be fresh and fun, as well as meaningful.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_video link=”https://youtu.be/CrQvYFygSuQ”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Here’s a video of a couple of things I’ve been doing recently on stage to further engage my audiences. Check it out!
Brad Montgomery is a motivational speaker and business presenter who helps connect people to each other, their passion, and their purpose. He makes people WANT to be awesome at work. Learn more about this very funny speaker at https://www.bradmontgomery.com Call today for a free consultation.[/vc_column_text][/vc_column][/vc_row]
Health Care Speaker
What’s the difference between a “Business Speaker” and a “Health Care Speaker?” The answer is subtle: quite a bit and not much.
Let me explain.
The biggest difference is knowing that the audiences have different goals in mind.
My corporate clients are primarily interested in financial results, whereas my health care organizations are interested in financial results….AND SO MUCH MORE.
They are interested in improving their patient satisfaction scores, their safety scores, their cleanliness scores… ALL of their scores. They are often interested in growing. They are often interested in change management. But in the end, for these clients, It’s about the Patient.
If the patient has a safe, helpful, positive and generally epic experience, then the rest follows. (Scores, satisfaction, revenue.)
My goal with these clients varies, but generally it goes like this: My job is to help their people with buy in, with passion, and with purpose.
Buy In: We need to make everybody on the team — regardless of their job title — buy into the fact that THEY are a vital part of the overall health care team. It’s not “us” and “them.” It’s “us.” Period.
Passion: We need to make people feel as excited and passionate about their jobs as they were the day they started their jobs. If people have passion for their work we don’t have to tell them to be awesome at work; the passion assures that they make themselves awesome.
Purpose: Your people have a crucial mission and job. They are taking sick people and making them better, and taking health people and keeping them healthy. It’s huge. It’s amazing. It’s awesome. But it’s easy to forget how important you are and how important your job is when you do it every single day. So my job is to make sure your people are reminded that they serve a higher good…which is super cool. And guess what? Knowing and embracing your purpose helps you with passion and buy in too! Boom. Easy.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Brad Montgomery is one of the nation’s top health care speaker. As such he’s spoken to health care organizations from health care software companies, health care staffing companies, hospitals, hospice and nursing home companies, and medical device companies and associations.
If you’re looking for a motivational speaker who UNDERSTANDS how to reach your audience of healthcare professionals, you’ve come to the right place.[/vc_column_text][/vc_column][/vc_row]
[vc_row][vc_column][vc_column_text]Here’s what we know about the meetings industry and adult learning: people cannot sit still for even 45 minutes and learn all of the way through. Our minds wander. It just doesn’t work. This is in my opinion, this is a scientific fact.
Furthermore, we know from industry studies and surveys that attendees at conventions and meetings crave interactivity, interaction, and networking. They crave community.
Yet ironically, live meetings frequently feature 90 minute presentations. To our presentations. And longer. And to make it worse, a huge percentage of these meetings prefer not to have interactivity.
I have heard this extremely frequently from prospective clients; “Our people want to sit and listen. They don’t like interactivity. They are serious and quiet people and don’t want to be involved.”[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_masonry_media_grid element_width=”3″ grid_id=”vc_gid:1463768104710-872054a5-64fe-4″ include=”6195,6194,6193,6192″][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Get it!? There is a huge disparity between what we know works and what many old school meeting planners want. The attendees are craving a connection to community. And furthermore when they are at a session where they want to learn, the teaching format is contrary to what we know works.
[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_video link=”https://youtu.be/sK8vUTCvdxw”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Well Goodie. I’ve Got Good News.
I’ve been an interactive speaker well before it was fashionable. I get people up and moving, talking to each other, laughing, interacting, and meeting new folks at the convention. And I’m telling you… I’ve been doing it for years.
But there is an important detail; interactivity for its own sake is a waste. You really need interactivity AND a facilitated conversation about why that interactivity relates to their goals for the conference. We don’t want people to just play and laugh. We want them to learn – and that learning works best when they are playing and laughing.
For example, something I’ve been doing lately is fairly new. I get the entire audience to create an origami flower. It only takes a couple of minutes, and the audience loves it. They love the fact that they aren’t being lectured to. They love the fact that they are using their hands. They love the fact that they are being creative. And they love the fact that this is a small break in the learning format which helps keep them engaged.
What my meeting planners love is that the interactivity is just the start of a conversation. We talk about why we stopped to make flowers. Why we spent three or four minutes doing something that appears to be off-topic. But then we connect the interactivity to creativity, innovation, and even leadership.
As I motivational speaker I love it because little sections like this keep the learning on high, the fun on very high, and they help me to make my points.
If you are looking for a speaker who cannot only hold and engage an audience, but who can literally get them involved, then I hope you’ll give us a call. We will talk about developing a presentation that includes plenty of interactivity, tons of engagement, and maybe even a paper flower.
Brad Montgomery is a funny motivational speaker who is known for being exceptionally engaging. If you believe, as Brad does, that your people learn best when they are fully engaged – and maybe even laughing – then we should talk about how we will customize a presentation for your meeting and event. Give us a call! 303.691.0726[/vc_column_text][/vc_column][/vc_row]