It’s no secret that not all people who go to work arrive with a smile and chipper attitude. It could simply be a case of the Monday blues or they’re probably still reeling from the weekend. Whatever the case may be, when their motivation drops, you can be certain that it will compromise their productivity.

So how do you prevent the Monday blues and weekend hangover from getting to your employees? The solution is actually quite simple, and all you really need to do is make work a bit more fun. Here are some fun ways to motivate employees in the workplace.

Operation Fun: It’s More than Just Games

When we say ‘fun’, we don’t just mean hosting a bunch of games in the workplace. Of course, that’s an option, but we don’t want to distract them from work too much. They’re still coming in to their job, after all, but the work itself should be something that they’re looking forward to.Mosaic.2013.96

It may be simple and almost trivial, but one simple way to make working in the office a bit more fun is to give your employees freedom to customize their workspace. Their cubicles and tables are their own personal spaces, and allowing them to add a touch of their personality goes a long way to improving their overall mood.

Bring the Holidays to Work

Not everyone can go home during the holidays, and for some, this can be a big demotivator as everyone would want to spend time with their families and loved ones during the holidays. A simple solution: bring the holiday celebration to the workplace. Whether it’s Halloween, Mardi Gras, or Christmas, a little celebration and holiday cheer in the workplace goes a long way to make work a bit more fun.

Celebration Goes a Long Way

Employees can get seriously demotivated if they don’t feel they get the proper recognition that they know they deserve. Even if it’s a simple recommendation from the client, don’t be sparse in recognizing and celebrating the achievements of your employees.

Try and set a time, perhaps after work hours during the end of the week to do a roll call of all the achievements and successes your employees have made for the week. Apart from giving your employees the recognition they deserve, it’s a fun way to celebrate each person’s successes and motivate them to do better.

My name is Brad Montgomery and I know how difficult it is to interject a bit of fun and excitement in the workplace. Apart from these suggestions, a motivational talk from yours truly is tried and tested way to motivate and add a bit of fun to your employees’ daily work lives. Contact us today to learn more about my motivational talks.

As an organization that trumpets positive thinking, we want to look at how optimism affects human nature, suffering and adversary. The power of happiness is universally recognized. You can see it lettered in the subway, in motivational posters, in pop songs and in books, in conferences and symposiums. It’s infectious and it’s effective.

But why? Think back to the last time you experienced a loss or went through a hardship. Did you respond by venting? Did you dwell on the disappointment? Or did you look for meaning through the adversity? Did you bounce back?

Freud Wasn’t Always Right

Freud stipulated that people simply needed to express their anxiety and anger. For many years, psychologists followed this line of thinking. But new research says otherwise. Positive emotion does a better job at undoing a stressful negative experience, thereby leading to happiness and positivity. It’s more than positive thinking; it’s resilience.Distech.whatMakesHappyA positive outlook in the face of hardships is the most important predictor of resilience. It helps people quickly recover from difficult circumstances and bounce back. People who are resilient are more optimistic and are better able to regulate their emotions through the most trying times.

The Importance of Optimism

To illustrate, consider how a study examined 750 Vietnam war veterans. These brave men were held prisoners for six to eight years, tortured and kept in solitary confinement. The study found that unlike other veterans, they did not develop posttraumatic stress disorder or depression. They were resilient, optimistic, and altruistic. They derived meaning from trauma and grew wiser about it.

Although this situation is not likely to occur in our target niche, we are simply stressing how important optimism is in whatever circumstances we are facing in life. Whether it’s a challenging time for your market or a difficulty in the workplace, finding the silver lining is the first step to finding the light.

Let us show you how to find the light and how to keep it. Contact us today.

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?IMG_3436

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.Mosaic.2013.84

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.

Learning doesn’t stop, even if people finishes school or don’t even attend one in the first place. That’s life for you, forever giving you opportunities to gather new knowledge. Now, it’s hard to be scholastic about everything, because people won’t get things done if they do. That’s why reading is encouraged. Whatever work you do, it’s always good to be a well-rounded person. It’s not just about earning more money, it’s also about being as efficient as possible.

As a motivational speaker, I only want the best for the people I help. But I’m also the first to tell you that motivation can only do so much for some people. It may even leave the people half-full. This is where reading helps, because their stock knowledge complements what I say in the keynote. It’s the same if they start to read after attending the seminar.

From the Sourcebusiness speaker Brad

Most people, even from a young age, attribute reading as a primary source of knowledge, if not success. As early as the third grade, we are able to associate answers to something we read. If you are a manager, it’s worth the effort to locate books that will help your employee. If you are working for a team, you suggest the same thing.

Let’s face it: as adults, we find academic books dull. The books we’re likely to read are those that are in the self-help sections of bookstores. It’s no shame to admit that, probably because those books actually help. Even fictional stories help, as long as they contain values that will help people’s development further.

The Role of Speakers

This is where motivational speakers, like me, come in. Think of us as batting coaches. We’ll tell you where the pitcher is likely to throw the ball so you can hit a homerun. We prepare speeches and topics that will work with certain types of employees or for a certain industry.

Give Brad Montgomery a chance to work for you and your employees. Contact us today to schedule an appointment.

A company rises and falls depending on the state of their employees. The more productive they are, the better the company will perform as a whole. But if it is the opposite, it is also the business that bears the brunt.

Employee productivity is essential towards a company’s success. But how do you cultivate it in your office? Master the art of giving and receiving feedback. Here are some reasons feedback is essential towards improving employee productivity.

It signifies appreciation and interest

Employees tend to become more motivated and productive when they know that their efforts in the company are getting somewhere. They need to know how they are performing and whether it will matter to them. Providing feedback from time to time gives the impression that you are interested in their work and you appreciate their

It solves the employees’ areas of improvement

Just as employees have their strengths, they also have areas where they need to work on to become more productive. Through feedback, you give them the opportunity to address those areas. This means you help them improve their performance and eligibility for career growth, which is something that will motivate them to work harder.

It helps you address company needs

Sometimes, a company will have problems that require collaboration between company leaders and employees. Since the latter are the ones who know most of the work, getting their feedback will help you address such challenges to improve your company’s performance. Receiving and applying employee feedback will help improve operations for them, which will eventually improve their productivity.

It takes the right feedback

These are just some of the reasons companies should pay more attention to feedback to and from employees. However, it also take the right kind and delivery of feedback to help make employees more productive.

Company leaders should focus on giving constructive feedback and the rationale instead of just positive or negative statements. These will make employees feel that they are doing a good job, but they can still improve their performance.

Instead of just criticisms, company leaders should also provide suggestions to help make them more productive. This allows people to stop dwelling on their shortcomings and act on the solutions.

It takes motivation through feedback to make employees more productive. Fortunately, Brad Montgomery can help you on that. He provides motivational speeches about productivity and other essential sides of the business. Companies will cause a positive change in their environments with his assistance.

Click here for more information on Brad Montgomery.

Employees enter a new job with high motivation — excited and eager to perform better and do a good job. As months pass, however, motivation starts to wear away. This is not because managers are failing to engage their employees. What actively demotivate workers the most are organizational policies, systems, and management actions.

Managers Can Be the Problem

Sometimes, the managers cause the problems; instead of motivating their employees, they demotivate workers with their actions. Micromanagement or dictating each detail of how a task should be done is one major demotivator. It deprives people of autonomy and communicates that the manager believes employees are incompetent and incapable of making important decisions.

The Unachievable DeadlineMosaic.2013.13

Many managers believe that workers can unlock their potential by giving them extra work with unachievable deadlines. This belief, however, only contributes to employee disengagement. Some workers are willing to work hard to achieve a challenging deadline, as long as there is a reasonable chance of making it. If you give them an impossible timeline, the motivation may dribble away.

Simply Bad Management

Workers become demotivated and then leave their jobs because the management unconsciously makes it difficult for them to accomplish their tasks. Never-ending paperwork, unachievable timelines and high levels of required approvals make employees feel frustrated. Managers also supply inspirational directives, without thinking if they can answer legitimate concerns. Supposedly engaging directives (Failure is not an option, You can do it) do not always solve the problem; they just communicate that managers don’t understand the issue.

Organizational Procedures

Apart from bad management, organizational systems and procedures can drain motivation. Companies always seem to acknowledge that people are their greatest assets, and are important in producing good results. Systems and policies, however, communicate the opposite message. They push people to work hard, without even realizing that it negatively affects employee wellbeing.

There are plenty of ways to engage and keep employees motivated to foster positive relationships. Brad Montgomery believes that employees need proper motivation to perform better at their jobs. As a trusted keynote speaker, he can inspire the whole team and help managers develop close bonds with their direct-reports. Contact him today and find out how he can engage your whole team through motivational speaking.

A team leader’s job is hard work, and it’s even more difficult figuring out how to make those under you follow you. The most common trap most struggling leaders fall into is exerting power and influence over their subordinates in an attempt to have them follow without question.

This is not only ineffective, but counterproductive as well because the people you manage will see you as merely an authority figure instead of someone they’d want to follow. If you want an effective leadership style, you should start leading by example.

Motivation and the Power of Leading

The Chinese military general and strategist Sun Tzu wrote in his book, The Art of War that “a leader leads by example, not by force.” You’re not exactly fighting invasions in the office, but there’s no denying that the workplace can be a battleground if you don’t know how to lead your subordinates.Distech.2012_0190

Leading by example is the simplest and most effective way to get your people to follow you and like you at the same time. They’ll respect someone who can get things done without having to resort to commanding their subordinates, and it motivates them to do their own work properly and efficiently. They also feel more at ease with you and won’t see you as an authority figure that they need to fear to respect.

Knowing Your Weaknesses

An important part of leading by example is being open to criticisms, especially from the people you manage. This may be off-putting to some, but remember that the difference between you and your ‘subordinates’ is that compared to them, you only have more responsibilities.

Your status as a leader shouldn’t give you any reason to ignore your weaknesses and potential failings; in fact, you should be more open and accommodating to feedback. The people you manage know from experience the qualities you may lack that you may be unaware of, so make sure you establish a quality of openness.

My name is Brad Montgomery, and I know how difficult it is to become an effective leader whom the people you work with will follow and respect. Contact us today to learn more about our motivational talks that will help you lead by example.

Here is one thing about employees in mediocre companies: most do not feel a sense of responsibility towards work. They go through their tasks like automatons, working without a care as to how their performance will affect others. The lackluster attitude affects the whole company as a result.

The truth is this: the lack of responsible employees leads to costly consequences. Cultivating responsibility will help improve overall performance of a company. The more responsible employees are, the harder they strive to meet and exceed expectations at work.

Whether you manage or lead a company, it is your role to help employees become accountable and responsible at work. Here are some things to keep in mind:

Clearly Defined Roles and Organizational Structure

Some employees do not do their jobs well because they are unsure of their roles. Others do not feel the need to perform if nobody is monitoring their work.

Employees will have a hard time being responsible for their work if they are not sure of their job description and the organizational structure. Clearly define their tasks, colleagues and immediate supervisors and set their expectations about where they stand in the

Set Employee-Specific Goals

A company that consists of people with different skills and personalities makes individual goal setting a challenge. Employees who feel that their targets are too high or inapplicable tend to perform less responsibly at work.

Positioning your employees’ goals and priorities effectively will help them become more effective and responsible employees. Assess each employee’s performance and set goals depending on their capabilities.

Involvement in company decisions

Employees with low morale and productivity think their efforts will not make a difference to the company. They tend to be reckless at work as a result.

On the other hand, employees tend to be more responsible if they can see their contributions to the company. Create opportunities for employee involvement by letting them exercise their judgment in their tasks. Get their ideas on business process improvements.

Responsible employees contribute significantly to the company’s success. Start cultivating a culture of accountability and responsibility in the office. One way to achieve that is through motivational talks.

Brad Montgomery is the right man for the job when it comes to helping people achieve their potential. He has extensive experience in moving employers and employees to action with his motivational talks. Get in touch for more information.

Happiness at work matters, but not just because it creates a stable corporate culture. For the most part, this positive attitude makes demanding work less stressful, contributing to better profitability. It is the ultimate productivity enhancer, as happy people are more optimistic, creative, and healthy, and tend to make better decisions.Mosaic.2013.96

The sad thing, however, is that most Americans are unhappy at work. According to a research from Gallup, only 13 percent of employees feel engaged by their jobs. The vast majority, about 63 percent, are unhappy and not engaged. These employees put little energy into their tasks, with some just working for the weekend ride. The remaining 24 percent are actively disengaged, or pretty much hate their jobs.

Not Just Unhappy

The problem with disengaged employees is that they are not just unhappy at work. The worst part is, they are also busy acting out their unhappiness and negative attitude. Most days, these employees undermine what their happy colleagues accomplish. A report from Good.Co notes that disengaged workers cost the country between $450 and $550 billion each year in lost productivity.

The High Cost

When your business is full of dissatisfied and disengaged employees, the cost can be really high. This can lead to resignation, with major repercussions on productivity and sales. Those who choose to stay, on the other hand, will just continue working with mediocre performance. The consequences are also alarming, as workers may not meet quotas and deliver only poor output quality.IMG_3355

Create the Right Atmosphere

The negative effects are interconnected. As disengaged and unhappy workers lack creativity and innovation, productivity suffers, with high rates of product defects and rejects. It is important to create team-centered atmosphere to motivate and retain top employees. Workers need to feel connected to other team members to increase collaborative efforts, boost enthusiasm, and reduce conflicts.

There are different ways to engage employees and win their hearts and minds. Brad Montgomery believes that workers need the right motivation to be inspired and happy. As a reliable keynote speaker, he can inspire the whole team and help you develop close bonds with your staff members. Contact him today and find out how he can inspire your workers through motivational speaking.

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.