We’ve spent over 20 years developing The Ten Levels of Workplace Disillusionment, a tool which allows supervisors to quickly identify the behavior patterns taken on by their employees as they struggle with various forms of company politics and office challenges.

In today’s economy getting the most value and performance out of your employee recognition and incentive programs is critical.

The problem lies in how to develop and implement a program that engages both managers and employees, while saving more money than it costs.  Many companies are reacting to survey results that all seem to point to cash and cash-equivalent awards as most desired by employees.

When going for improved morale, retention and productivity, this is proving to be the wrong approach.  The experts point to the importance of incorporating recognition ideas that appeal first to employee’s emotional needs before attempting to work on their discretionary effort.  This approach focuses on making sure they know you truly care about them as human beings and are glad to have them on your team, before asking them to go the extra mile for the organization.

Employee Training Methods that improve manager’s understanding and enthusiasm for recognition are proving to be the best ways to get employees to take your recognition program seriously.

Once they do, however, they begin to bring improved creativity, energy and interest to the job and you get the results for no more than you’re currently paying.  Well defined and supported incentives actually pay for themselves and many can yield ROI of 10 or even 20 to one!

One effective manager training tool is The Vocational Shrink Communications Training Program.  We developed this as a game and training DVD to help managers and employees overcome what we call the Employer/Employee Disconnect.  By working towards improved awareness of time-wasting work habits and improving open, vulnerable communication styles, we find that work teams become more cooperative, willing to work together to achieve measurable performance goals, and achieve a more fun and efficient workplace.

There are a lot of employee training methods that focus on what people “Should Do”.  We find that it’s more effective to teach managers what’s in it for them, so they don’t just use recognition and incentives because you told them too, but because they see personal benefit.  Opening up communication builds trust that leads to more ideas to improve the organization and it happens with nobody feeling manipulated or used.  When work is seen as bettering a team, it’s fun and worthwhile.  When employees feel like you’re just throwing them a bone to get more work for less money, they emotionally disengage and you get minimal, short-lived results.

Conversely, employee training methods that focus on peoples need to be appreciated and respected go farther towards creating an environment where going the extra mile is energizing and fun, not drudgery or obligation.  This small change in communication style and “humanizing” the way managers work with their people, sets the stage for opportunities to tap the latent potential that many employees hold back when they feel like it’s more about the company than about their well being. It’s not that they aren’t loyal, they just don’t want to feel taken advantage of, which is easy to do in a job market without out a lot of options.

The tools to improve employer/employee are easy to use and everybody wins!