Quality indicator in relation to staff motivation

Greetings viewers,

I am looking for the quality indicators for the staff motivation (or)

How quality indicators should be defined to staff motivation?

Please explain and share your thoughts for the same,

Waiting for the best answers,

Tricky, but motivation and morale go hand in hand for me as low morale often means the staff are not motivated to do what they should. Staff retention is often a morale indicator, I've had many workplaces unfortunately ignore a high staff turnover.

A positive indicator of motivation could be the number of improvement suggestions made; although be warned, if you ask for improvement suggestions you must make sure they are acted upon or at least feedback is given. One workplace I was in had an improvement suggestion system, people didn't act on it which led to demotivation and eventually a large number of staff becoming demoralised and leaving.

Dear Abdul,

I'm guessing in advance but would hope to find some ideas in the detailed attachment in this post -

http://www.ifsqn.com...dpost__p__35286

We all know the fundamental motivator of course. Very easily measured.

Rgds / Charles.C

Good find Charles.

Abdul, the best way is to carry out a survey of your staff, ask them what matters to them and when you have your list of indicators then survey your employees satisfaction with each of the motivation criteria.

Regards,
Simon

WELL said by everyone!

I think the best way is to carry out a survey as said my Simon, when it completes i will make a list and satisfaction report and submit to the post for your perusals.

Any how our staff from different departments are taking away 'employee of the month' cash award and certificate

New member here!
In my experience there are three key indicators of employee moral:-

Retention - in the first few weeks and months, (sometimes known by "30, 60, 90") the ability of an organization to keep its new employee intake is a good indicator of how well their induction/orientation went and whether the person was suited to the assignment.

Absenteeism - people taking a lot of unscheduled time off is a clear indicator that things aren't 'right' for some reason.

Turn-over - People not sticking around after a reasonable period is also a reliable indicator. I've witnessed new intake employees, often in the more creative positions (designers etc) who are assigned "remedial" type tasks initially. They stick around long enough to get some experience on their resume/cv and then they're off - sick of fixing other peoples' problems wasn't what they were taught at college the job would be...

New member here!

Welcome aboard AndyN!

And once you are collecting data if you need help with improvement ideas see the page below developed by the UK Business Link and Canfield School of Management.

Lead and motivate your staff

This is most important. Once management have conducted a survey, they have set an expectation that they will use the data and actually do something....

This is most important. Once management have conducted a survey, they have set an expectation that they will use the data and actually do something....

Agreed. But I wonder how often it fails at this stage, whether customer, employee or any other survey.

I ve started the survey of staff, takes some time (due to busiest schedule at work) ...

it includes improvements, suggestions, employee satisfaction, assignments, etc.

Thanks much for all your help and support.


APPRECIATED

Agreed. But I wonder how often it fails at this stage, whether customer, employee or any other survey.

Frequently. And you're on a losing battle from the start if I'm honest unless you spend the whole year talking about the feedback people gave last year and pointing out what you're doing. To really make people believe you're genuine it's a lot of work and effort (although worth it I would say).

According to the survey we made the following things:

improvements has been done - flexible timing alloted for employees, re-structuring the facility lay-out for working space for employees convineinence and flexibility, implementation of kitchen facility, few trainings on hygiene and safety, team working excercises and team building lessons carried out to motivate the staff.