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The top 10 employee motivators – and demotivators

If you didn’t hear the latest news from Gallup, here are the mind-blowing numbers about U.S. worker engagement: Seventy percent of U.S. workers are “not engaged” or “actively disengaged” at work.

If you didn’t hear the latest news from Gallup, here are the mind-blowing numbers about U.S. worker engagement: Seventy percent of U.S. workers are “not engaged” or “actively disengaged” at work.

That is an estimated $450 to $550 billion loss of productivity.

What is your share of that lost productivity pie? What are you doing to fix the problem?

Today’s employees may not need a pay raise as much as they do a personal “thanks” for a job well done from their manager. Following (in priority order) are the top 10 motivators for today’s employees, according to Bob Nelson, the New York Times best-selling author of “1001 Ways to Reward Employees.”

(1) Personally thank employees for doing a good job – one-on-one, in writing or both. Do it timely, often and sincerely.

(2) Be willing to take the time to meet with and listen to employees – as much as they need or want.

(3) Provide specific feedback about performance of the person, the department and the organization.

(4) Strive to create a work environment that is open, trusting and fun. Encourage new ideas and initiative.

(5) Provide information on how the company makes and loses money, upcoming products and strategies for competing in the marketplace and how the person fits into the overall plan.

(6) Involve employees in decisions, especially in those decisions that affect them.

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