Morale and Motivation Cecelia Linder NOAA LCDP Leadership

Morale and Motivation!! Cecelia Linder NOAA LCDP Leadership Learning Series November 8, 2017

Overview • Background of why I picked topics/stats • Extrinsic and intrinsic motivator examples • Case study of two work environments – one with good morale and one needing improvement • Morale best practice round up

Motivation is included in this discussion as the two are frequently connected – motivation becoming the fire that fuels productivity. That led me to consider, how committed are we to caring as leaders about factors beyond productivity that improve the work experience?

Extrinsic versus intrinsic motivation • 2010 Princeton University study - researchers showed that having a higher income increases happiness but only up to about $75, 000 per year • TED talks – candle example Dan Pink and Legos example Dan Ariely • Lego example • Fed. Ex Days, 20% time; ROWE • Encarta vs Wikipedia • Conundrum for performance plans (TED)

• 2010 Princeton University study - researchers showed that having a higher income increases happiness but only up to During this time of year, if pay for performance is meant to lead to inspire staff to greater productivity, where would you place the morale of your office/unit/self?

Tale of Two Branches • Work Environment One – large branch – 80 -100 with 4 team leads; largely HS with some college; underresourced – lots of OT; Operational/Shift Work; Sister Branches “ 9 -5” work plan located nearby; Eventually Unionized • Work Environment Two – small/medium branch – 13 with 2 team leads; all college grad; adequately resourced – only OT when job requires it (field work); Operational – normal day usually; Sister Collaboration long OT located remotely; limited by opportunity for advancement

• Monthly employee and team member recognition • Holiday party • Quarterly CIYA/Time Off Board • Donuts with weekly branch all hands • Getting outside to walk • Monthly lunch out • The mysterious 59 min off • Little silly things all week

Considerations • How to incorporate remote employees within units – Tracy’s example from yesterday’s brown bag • Size of the work unit in which you are trying to operate • Consider support of employee morale groups • Almost every leadership level will need some support players • Where does morale fit within our performance plans? • Balance between following the rules/policies and having an open and fun environment • Distinguishing between rules and policies and the reasons behind them • Parity – Teleworking = 43 percent with advanced degree vs 12 percent HS diploma • Variety of things people consider morale building and/or fun

Morale Round Up! • Ideas? ? Please help me populate the list with some examples • Personally, do you have a good sense of what leads to your better morale "at work" (work environment, autonomy, telework, flexible work schedules, job impact) and have you communicated that to your supervisor/upper management?

Morale Round Up! • Many places- power of hand written note • Major life events; major work milestones • Public recognition • All Hands (doing better at it), Small Hands (not seen) • • Monthly employee acknowledgement Telework Food as a group Holiday celebration Cookie swap Face time with higher leadership ASK YOUR EMPLOYEES!! – at mid-term, at EOY, at a special time