Do it When you want to improve your leadership skills. 
Looks like some areas can’t be improved. Like funs cheering up their team.
You can only bring more fans, make more noise, use more creative choreography.
And that’s it. Or you can think “out of the box” like supporters of Galatasaray (Turkey). They made 3 D choreography. 🙂 Skip first 30 seconds.
Now go let’s go back to our business world.
1. What we can learn from them?
2. Name 3 things that you use for supporting your employees?
3. What would be the 4th thing that will make them feel like never before?
4. On a scale from 1 to 10 how would they react after that 4th thing?
5. How would that affect your business?
6. When are you going to implement that 4th thing?
Thank you for sharing your ideas with us!

4 Comments on Idea #20 How to improve cheering up?

4 Replies to “Idea #20 How to improve cheering up?”

  1. Basic Principles to Remember About Motivation

    Copyright Carter McNamara, MBA, PhD
    1. Motivating employees starts with motivating yourself

    It’s amazing how, if you hate your job, it seems like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. Enthusiasm is contagious. If you’re enthusiastic about your job, it’s much easier for others to be, too. Also, if you’re doing a good job of taking care of yourself and your own job, you’ll have much clearer perspective on how others are doing in theirs.

    A great place to start learning about motivation is to start understanding your own motivations. The key to helping to motivate your employees is to understand what motivates them. So what motivates you? Consider, for example, time with family, recognition, a job well done, service, learning, etc. How is your job configured to support your own motivations? What can you do to better motivate yourself?

    2. Always work to align goals of the organization with goals of employees

    As mentioned above, employees can be all fired up about their work and be working very hard. However, if the results of their work don’t contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands — maybe worse off! Therefore, it’s critical that managers and supervisors know what they want from their employees. These preferences should be worded in terms of goals for the organization. Identifying the goals for the organization is usually done during strategic planning. Whatever steps you take to support the motivation of your employees (various steps are suggested below), ensure that employees have strong input to identifying their goals and that these goals are aligned with goals of the organization. (Goals should be worded to be “SMARTER”. More about this later on below.)

    3. Key to supporting the motivation of your employees is understanding what motivates each of them

    Each person is motivated by different things. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. (More about this later on below.)

    4. Recognize that supporting employee motivation is a process, not a task

    Organizations change all the time, as do people. Indeed, it is an ongoing process to sustain an environment where each employee can strongly motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you’ll be much more fulfilled and motivated yourself.

    5. Support employee motivation by using organizational systems (for example, policies and procedures) — don’t just count on good intentions

    Don’t just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees. For example, establish compensation systems, employee performance systems, organizational policies and procedures, etc., to support employee motivation. Also, establishing various systems and structures helps ensure clear understanding and equitable treatment of employees.

  2. You have to Find out what your employees want and find a way to give it to them or to enable them to earn it. That is all!

  3. Checklist of Categories of Typical Motivators
    © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC.
    To help you identify what motivates you, consider from among the following categories of typical motivators. Rank the categories, starting with “1” as the highest. You might have several categories that rank a “1”. Don’t worry about getting your ranking to be “perfect”. The point is to go through the process of thinking about what motivates you. Consider discussing the results with your supervisor, friends, etc.

    __ Career Development/Success
    __ Comfort/Relaxation
    __ Health/Balance/Energy
    __ Influence/Leadership
    __ Learning/Knowledge/Discovery
    __ Materials/Possessions
    __ Recognition/Praise
    (it’s OK to seek this – in some environments you have to seek it …)
    __ Security/Money/Home
    __ Social/Affiliation/Popularity/Acceptance
    __ Status/Prestige/Stand Out/Reputation
    (it’s OK to seek this … some roles require some of it)
    __ Task Accomplishment/Problem Solving/Achievement
    __ Teaching/Guiding Others
    __ Vitality/Energy
    __ Others? __________________
    __ Others? __________________
    Are there other comments you could make that would help you (and maybe others) to more clearly understand what motivates you? Please take a moment to consider this question and describe any answers below.

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