The importance of training and motivation

American English Solutions
THE IMPORTANCE OF
TRAINING AND
EMPLOYEE MOTIVATION
americanenglishsolutions@gmail.com

OBJECTIVES
• Understanding the importance of
training managers, supervisors and
employees.
• Understanding the advantages of
training.
• The importance of motivating
employees.
• How to motivate employees.

TRAINING AND MOTIVATION
Training and motivation have always
been the private sector’s greatest tools
to impact the “corporate bottom line.”
A productive work environment exists
only if the individuals in that
environment are trained and
motivated.

TRAINING WILL LEAD YOUR
COMPANY TO SUCCESS
Training will help your company get your management
staff in the best possible shape and ready to lead your
company.

COMPANY TO SUCCESS
A properly trained management staff means
your employees will be led and directed to be
in the best working environment possible.
Management is the main place to begin
training.

COMPANY TO SUCCESS
Managers must have training to have an extensive set
of skills from planning and delegation to proper
communication and motivation.

Train managers and supervisors to be
positive role models.
There's an old saying that 'the example you
set is the example you get'.
Management sets the culture of the company,
if managers treat their supervisors with respect
then this will teach supervisors to treat
employees with respect.

Example
If a supervisor or employee comes to work everyday
and the manager yells at him/her on a continuing
basis, this teaches the supervisor that it´s the
company's culture to use the fear tactic to get results.
This is the worst practice any company can permit. If
this is happening in your company you need to
address this issue immediately.

Effective employee training results in a more
knowledgeable staff. A more knowledgeable staff will
make it easier for a company to compete as a single
entity. When the employees become more successful,
the company becomes successful.
COMPANY TO SUCCESS

COMPANY TO SUCCESS
Employees are the support and backbone of any
successful company. While those in leadership make
all of the big decisions, the employees are the ones
that get the labor required to get the work done.
Without good employees, a company could not
function properly.

Importance of training
Organization Culture – Training helps to develop and
improve the organizational culture and effectiveness. It
helps in creating the training and learning culture within
the organization.
Quality – Training helps in improving upon the quality
of work and work-life.
Morale – Training helps to build a more effective,
efficient and highly motivated workforce, which boosts
employees’ morale and sense of pride in the company.

Importance of training
Healthy work environment – Training helps in
creating the healthy working environment. It helps to
build good employee relationships so that individual
goals aligns with organizational goals.
Health and Safety – Training an employee reduces the
chances of an employee committing accidents on the
job and the more proficient the employee becomes.
Profitability – Training leads to improved profitability
and more positive attitudes towards profit orientation.

ADVANTAGES OF TRAINING
As the business world is continuously changing,
organizations will need to provide their
employees with training throughout their
careers. If they choose not to provide
continuous training they will find it difficult to
stay ahead of the competition.
Another advantage of training is that it will keep
your employees motivated. It also
demonstrates to the employee that they are
valuable enough for the employer to invest in
them and their development.

• The employee will achieve goals;
• Gain a positive perspective of the company and
themselves;
• Creates teamwork and a positive environment;
• Build self-esteem and capability, thus
increasing production
• Training can save the organization money, as
the employee becomes more efficient.

• Reduced employee turnover
• Increased productivity
• Decreased need for supervision
• Increased efficiency that translates to an increase in
financial gains
• Employees with a greater feeling of dignity, self-worth
and well-being as their value within the company and
society increase
• Increased productivity and financial rewards as
employees satisfy company and personal goals

ROLE OF H.R. MANAGEMENT
In a fully participating workplace, the HR department
will fully support the training and motivation
programs in the company
and try to find ways to avoid actions that
appear to show a toxic climate.
Let´s look at some ways this can be achieved:

ROLES OF HR, MANAGERS AND
SUPERVISORS.
• Train your employees.
• Cross train all employees.
• Create a positive environment.
• Encourage employee input.
• Survey the organization periodically to find
strengths and areas for improvement.
• Encourage managers and supervisors to be
positive role models.

ROLES OF HR, MANAGERS AND
SUPERVISORS.
• Conduct exit interviews to find out the real
reasons for individuals to leave.
• Conduct stay interviews to find out why
individuals like working at your company.

Train your managers and
supervisors.
Managers and supervisors should be trained
to:
• Motivate employees.
• Show a positive and respectful attitude
toward employees.
• Be open to employee input.
• Act on employee input.

Train your managers and
supervisors.
Training should be conducted by professionals with
knowledge and expertise in the given subject area,
period.
Nothing is worse than being trained by an instructor
who has no knowledge of what they are supposed
to be teaching!
Managers should know how to do every
operation that his/her supervisors do and
supervisors should know how to do every
operation in all departments.

Cross Train all employees.
The most common purpose of cross training is for
several people to have knowledge of other coworkers
jobs. This will solve coverage problems like days off
and vacations. This technique will benefit the
employees by increasing skills learned, possible
advancement and job security.

Cross Train all employees.
When you cross train employees to be proficient in
many aspects of your business, it reduces -- or
eliminates -- responses like, "It's not my job" or, "I
don't know how" when asked to help co-workers.

Create a positive work environment.
It’s important to build a solid foundation for your
employees starting from their first day of work, so
they feel welcomed in the company. Tell them about
the history of the business and your vision for the
future. Ask them about their expectations and career
goals, as well as how you can help them feel part of
the team. When any new employee starts, make sure
he or she receives a thorough welcome
orientation.

Promote a workplace atmosphere that makes all
employees feel worthwhile and important. Don’t play
favorites with your staff. Keep office doors open and
let employees know they can always approach you
with questions or concerns. A happy work
environment is a productive work environment.

What are some ways to create a positive work
environment?

WAYS TO CREATE A POSITIVE WORK
ENVIRONMENT
Build Trust
Trust is the basic tenant for all relationships, so building
an environment of trust is one of the most important
things you can do to create a positive work environment.
It's a philosophy that must be demonstrated in
everything you and your staff does. Trust is about doing
what you say you are going to do and being who you
say you are.

ENVIRONMENT
Create Team Spirit
One of our basic human needs is to feel we belong to
something bigger than ourselves, and for many people
that need is met by being part of a supportive work
group.
As a manager/supervisor, part of your job is to create a
feeling of unity among your staff. This unity will help
your team members feel valued and that they belong.

ENVIRONMENT
Give Recognition and Appreciation
Whenever you can, “catch people being good” and make
sure they and others know about it. Give recognition
and appreciation to everyone when an opportunity
arises.
Recognizing excellent job performance and attitude, and
showing appreciation for things will go a long way
towards making your staff members feel that they are a
valued and respected part of the team.

Encourage employee input.
• Organizations grow and prosper when they encourage
-- and act upon -- employee input.
• Your employees -- the people who make the product,
serve the customer, and perform all those other
essential functions -- often have valuable insights into
ways to save money, improve your operations, and
enhance your competitive advantage.
Listen to them and act!!!!

Encourage employee input.
• No organization can afford to ignore the
valuable experience and ideas of its
employees. Each employee has special
knowledge, experience, and perspective to
offer -- if you ask for it.
• Most employees know their jobs better than
anyone else. Tap into that knowledge for a
rich source of ideas and suggestions for
improvements of all kinds.

Survey the organization periodically to
find strengths and areas for
improvement.
Keep current on programs that worked and didn´t work
for the company. This will help you during your
improvement and growing process.
How often do you survey your organization?

Encourage managers and
supervisors to be positive
role models.
• Managers should treat supervisors with
respect and help them when a problem
arises.
• Supervisors should treat employees with
respect and help them when a problem
arises.
• A respectful workplace starts at the top and
works it´s way down.

H.R. Should conduct exit interviews to
find out the real reasons individuals
leave.
There are many reasons employees leave a
company.
• Pay is too low.
• They have a better job offer.
• They feel they need to grow and at the
current company there isn´t room.
• They feel they are being treated unfairly and
not part of the team.

Why should you conduct exit
interviews?
• You can make peace with disgruntled
employees.
• You send a positive message to those still
working for you.
• You get reasonable knowledge transfer.
• You get feedback on your company and what
people think of it.
• You improve employee retention.
• You find out where improvements need to be
made.

What are some questions you should
ask during an exit interview?
• What is your main reason(s) for leaving?
• How would you have preferred the
situation(s) to have been handled?
• What can you say about the way you were
managed?... On a day to day basis?
• What would you say about how you were
motivated, and how that could have been
improved?

What are some questions you should
ask during an exit interview?
• What things did the organization or management do
to make your job more difficult/frustrating/non-
productive?
• How would you describe the culture or 'feel' of the
organization?
• How well do think your training and development
needs were assessed and met?
• What has been frustrating/difficult/upsetting to you in
your time with us?

The importance of motivating
employees.
No matter the size of your company, having a
team of motivated, hard-working employees is
crucial to your business success. When people
lose their motivation, however, their job
performance suffers they become less
productive, less creative, less of an asset to the
company.

Understand The People
Why are some people easier to motivate than
others?
Because people are different, different
factors motivate them.
Many managers and supervisors, however,
expect all employees to react in a similar
manner.

Know Why
People do things for a reason
– The reason must be identified before you
can understand a person’s behavior.
– Too often, an employee’s reason is
disregarded.
– Managers/supervisors who do this will
never understand employee behavior.

What Can Management Do?
Treat employees as individuals:
– Different people have different needs
– There is an increasing tendency to treat employees
like computer numbers
– It gives employees self-esteem and makes them
feel like part of the organization
– It results in more frequent and candid interaction
between supervisors and employees

Provide valued rewards:
– Management tends to think of pay as the
only reward at their disposal
– A common myth is that rewards are only
set by upper management
– Employees may value rewards other than
pay, such as being assigned to a certain
project or receiving new equipment

Provide accurate and timely feedback:
– No one likes to be in the dark about
his/her performance
– Lack of feedback produces frustration,
which negatively impacts performance
– Give feedback on a regular basis

Improperly used criticism can negatively
affect motivation:
– Criticism should be communicated in
private
– Feedback should contain both positive and
negative happenings
– The goal is for the employee to know at all
times where he/she stands

Relate rewards to performance:
– Many supervisors are reluctant to do this:
Giving equal pay raises is easier; union
contract restrictions; organization policy
– Failing to do so means low performers are
not motivated to do more and high
performers are motivated to do less

Honor your promises:
Getting people to give their all requires following
through on promises. If you tell an employee that he
or she will be considered for a bonus if numbers
improve or productivity increases, you’d better put
your money where your mouth is. Failure to follow
through on promises will result in a loss of trust -- not
only that person’s trust, but the trust of every
employee that hears the story.

Provide incentives.
Offer people incentives to perform well, either with
something small like a gift certificate or something more
substantial such as a performance-based bonus or salary
increase. Give out “Employee of the Month” awards.
Such tokens of appreciation will go far in motivating
employees. Know their favorite past time, movies,
shopping, sports and give certificates, tickets to games
of their favorite teams.

Put people on the right path.
Most employees are looking for advancement
opportunities within their own company. Work
with each of them to develop a career growth
plan that takes into consideration both their
current skills and future goals. If employees
become excited about their future, they will
become more engaged in their present work.

Try the human approach
Ask employees if there is anything you can do
to help them better perform their job.
Take the time to ask employees how and where
they think the company could improve.
Ask employees about their family and about life
in general.

Don’t forget the fun.
Once in a while you have to put work aside
and do something nice for the people who
work for you. Treat the workplace to a pizza
lunch and tell them you appreciate all of the
hard work they are doing.

What are some ways you motivate your
employees in your company?

LOW COST MOTIVATORS
• Find the closest daycare center to your company and
request a discount if you send all of your employees
with kids to their center.
• Have a misuse come to the office once a month for a
15 minute head and neck massage for the office
employees.
• Have an ice cream truck stop by your plant every
Friday for manufacturing.
• Have employees bring their dry cleaning to work and
have a driver drop-off and pick-up

LOW COST MOTIVATORS
• Make a deal with RAMOS or SAN JUAN and buy
certificates of meat packages and give them to
employees to barbecue on the weekends.
• Keep a record of every employee’s birthday and give
them a birthday card, wish them a happy birthday and
tell them you appreciate their hard work and
dedication this year. Keep up the good work.
• Join in and help an employee who is under
pressure. Ask what can be done and help complete
the task side-by-side.
• Add a note to an employee's paycheck highlighting
something great he/she did that week.

LOW COST MOTIVATORS
Have a coffee/juice morning to acknowledge
accomplishments
Thank somebody that contributes ideas,
regardless of whether you use it or not
Always give others credit when due
Create group awards to recognize teamwork
Ask the employees how they want to be
recognized

Fire people when needed.
The final technique for motivating your team
is to fire people when needed.
Underperformers can kill an organization;
they can become cancers. When other
employees see these individuals getting away
with underperformance, then they start to
underperform. Therefore, firing--as long as
you explain to your team why people were
fired--can actually motivate your employees.

The bottom line
If you want your company to be successful then help
make your employees successful.
Training and motivation is the key to any company's
success.
Create an environment that people want to work for
your company.

Please ask about our other American
English Solutions PowerPoint
presentations and management
training courses
• Continuous improvement presentations
• Leadership tips
• Culture change
• How to communicate with employees
• Motivation tips
• Management training courses
• Customer service excellence and Many, many
more.

I hope you have enjoyed this power point
presentation and I would like to thank you for your
time and attention.
Donald Saylor.
Donald Saylor
Director American English Solutions.
E-mail us at
We have the answers to all your English/management
needs

The importance of training and motivation

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