Motivation, Satisfaction, and Performance

Motivation, Satisfaction and Performance Plan LDR 531 Table of Contents The aggroup1 Motivation, Satisfaction, and Performance1 Motivation1 Satisfaction2 Performance2 The Plan2 References4 The group The group up up up is composed of four team members and one(a) team jitney Mike, James, Mary, Katy and Barb. The team does a healthy job staying motivated and satisfied, and in any case performs well. However, there ar moments the team struggles due to differences in attitudes, emotions, and values. The team manager strives to consume ways to keep the team where it should be.The plan will address the ways to keep the team motivated, satisfied and preforming well. Motivation, Satisfaction, and Performance The team currently has one thing that motivates them, satisfies them, and keeps them performing well, bonuses. The team operates on different projects passim the year. Meeting the deadlines on these projects keeps the team performing well which in stave earns them a bigge r bonus check which motivates and satisfies them. However, there postulate been some(prenominal) instances where the team has not met a deadline and it has caused them their bonus for the project.This then causes issues between the team members and keeps them from performing well, being satisfied, and being motivated. Motivation In order to increment team motivation, the manager has come up with two suggestions get connected and show the team appreciation. The best way to get connected with your team is to build relationships with them. It is very heavy to let your team know you have their best interest in mind. By doing so, you also build trust. very(prenominal) rarely do employees do more than just the minimum when they do not feel wish well you will do more for them. The find out here is to establish a professional relationship, not a friendship.By establishing these relationships and acquire connected with your team, you will increase their motivation. (Kearns, 2010) Sh owing the team appreciation is also something that will increase the motivation within a team. Doing simple gestures bid bringing in donuts or bagels (something your team enjoys), shows you are thinking of them and treasure their hard work. It is important that when deciding to do this, it is not overdone. Team members potentiometer start to expect such a gesture and you dont want that happening. Satisfaction The team has expressed major dissatisfaction when it comes to working pine days for several weeks at a time.In order to overcome this dissatisfaction, the team manager has proposed the team take turns in deciding a enrolment for the week. There are several rules that need to be taken into account, like hours of operation. By implementing this type of plan, the employees will be allowed to work out inscriptions that assemble all of them and they get a sense of more than just work back. (Improve Your Employees Job Satisfaction, 2004) Performance The most important thing to increase mathematical process is to give regular performance reviews. This ensures that the team members and the team manager are all on the same page.While in a team, its important to discuss team reviews as well. As a manager, it is important to do this so that the team as a whole knows how they are doing. It allows for corrections and for the team to know how well they are doing. Strengths are a coarse focus point, however it is also important to address the weaknesses so they posterior be corrected. (McCormick, 2012) The Plan The following is a detail of what the plan is for motivation, satisfaction, and performance. Months 1-3 * predicate team members of the plan * 1st individual and team performance reviews * inflexible expectations Start developing a professional relationship * Set expectations * Team manager only Treat the team (bagels, donuts, etc. ) * Set schedule * Discuss rules for schedules during long projects * Set expectations Months 4-6 * 2nd individual and p erformance reviews * approximate schedule setting for long projects * Evaluate professional relationships Months 7-12 * 3rd and quaternate individual and performance reviews * Schedule setting for long projects * Continue create professional relationships At the end of the year, there will be a yearly evaluation taking into account all the evaluations for the year.It is a good way to show your team how far theyve come. At this time, any changes that the team believes should be made can be addressed. References Improve Your Employees Job Satisfaction. (2004, action 22). Retrieved from Entrepreneur http//www. entrepreneur. com/article/70060 Kearns, K. (2010). Top 7 Tips for Motivating Your Team. Retrieved from Top 7 Business http//top7business. com/? Top-7-Tips-for-Motivating-Your-Team&id=567 McCormick, M. (2012). Chron. Retrieved from How to Increase Employee Performance in the Workplace http//smallbusiness. chron. com/increase-employee-performance-workplace-1950. html