May 19, 2020

Key Tips to Keep Your Employees Motivated

employee motivation
employee appreciation
business operations
team building
Bizclik Editor
3 min
Key Tips to Keep Your Employees Motivated


For businesses to excel and succeed, they need a motivated staff.  The benefits of a satisfied workforce are numerous. The boost in morale can easily create great company work environments that lead to production of higher quality products and services.

Motivated employees feel they play an important role within the organization. Job satisfaction has been directly linked to job performance. Although not completely universal, there are several motivation techniques that can be applied to many business situations. 

Set a Good Example

Attitudes are contagious. Promoting a good attitude while in the office will encourage a friendly atmosphere. Showing excitement for your own job and what it is that you enjoy will additionally promote a staff that feels as if they’re working under someone committed to the company.

Set Clear Expectations and Goals

Employees can’t read your mind and they want to know what you expect. If you don’t clearly deliver your expectations, workers may not perform up to your standards. Additionally, having employees contribute to job goals may prove that they believe they are capable of handling bigger challenges than you imagined. Being able to set one’s own goals also puts a more vested interest in reaching them.

Treat Everyone with Respect

Show employees that you care about them as a person and not just as a cog in the profit making machine. Respect given is usually reciprocated and mutual respect in the workplace leads to a better overall team. Respect also encourages confidence. If employees believe you trust them in their work quality and ability, they’ll be more encouraged to keep your opinion of them in the highest regard.

Offer Help with Career Goals

Everyone has career goals. Starting from childhood with what they want to be “when they grow up” employees will have overall career plans they want to achieve. Talking over where they’re planning career-wise in the future will let you know in what position they’d be most satisfied. Outline a career path within the company, provide internal growth opportunities and always try to promote from within. Giving them the opportunity to build additional skills and connections will make employees loyal to continuing their career path at the company.

Recognise Accomplishments and Attempts

Everyone loves recognition for a job well done. Being timely and specific encourages repeat success. Feel free to distribute praise either verbally or also in writing. Praising accomplishments is an important motivational tool and should be done at least four times more than criticism delivery. Be sure to keep the encouragement sincere because it’s obvious when you aren’t.

Reward Your Employees

Employees work hard and are running your business day to day. Without good employees your business will falter and not reach its real potential. Recognizing employee importance is an important step. Showing that recognition with rewards is a great way to motivate employees. Rewarding employees shows that you appreciate their efforts and acknowledges that you know a job isn’t always easy.

Have Employees Share Company Success

Motivation can be directly linked to how big of a role workers feel they play in a company. Employees will be much more vested in your company’s success if you give them monetary incentive. Offering a profit sharing program can be a powerful tool, especially if a company is successful consistently.

Thank Your Staff

Without employees there would be no company or profits. Making a little effort to acknowledge their work goes a long way. Stop by their office or workspace to see how the job is going to show your sincerity in your appreciation. Celebrating employee birthdays is a nice way to encourage fun at the workplace. Be sure to recognize worker anniversaries with a card or announcement to thank them for their commitment to the company.

Motivating employees is important and one of the key reasons toward company success. Without employees, your company would no longer exist. Without their hard work, companies would be unable to survive. Having loyal staff working for the betterment of the company can only lead to great things. 

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Jun 13, 2021

Marketing matters: from IBM to Kyndryl

Kate Birch
5 min
Former CMO for IBM Americas Maria Bartolome Winans was recently named CMO for Kyndryl. Maria talks about her new role and her leadership style

Former Chief Marketing Officer for IBM Americas, and an IBM veteran of more than 25 years, Maria Bartolome Winans was recently named CMO for Kyndryl.

Prior to joining Kyndryl as Chief Marketing Officer, Maria had a 25-year career at IBM, most recently as the tech giant’s CMO where she oversaw all marketing professionals and activities across North America, Canada and Latin America. She has held senior global marketing positions in a variety of disciplines and business units across IBM, most notably strategic initiatives in Smarter Cities and Watson Customer Engagement, as well as leading teams in services, business analytics, and mobile and industry solutions. She is known for her work with teams to leverage data, analytics and cloud technologies to build deeper engagements with customers and partners.

With a passion for marketing, business and people, and a recognized expert in data-driven marketing and brand engagement, Maria talks to Business Chief about her new role, her leadership style and what success means to her.

You've recently moved from IBM to Kyndryl, joining as CMO. Tell us about this exciting new role?

I’m Chief Marketing Officer for Kyndryl, the independent company that will be created following the separation from IBM of its Managed Infrastructure Services business, expected to occur by the end of 2021. My role is to plan, develop, and execute Kyndryl's marketing and advertising initiatives. This includes building a company culture and brand identity on which we base our marketing and advertising strategy.

We have an amazing opportunity ahead at Kyndryl to create a company brand that will stand apart in the market by leading with our people first. Once we are an independent company, each Kyndryl employee will advance the vital systems that power human progress. Our people are devoted, restless, empathetic, and anticipatory – key qualities needed as we build on existing customer relationships and cultivate new ones. Our people are at the heart of this business and I am deeply hopeful and excited for our future.

What experiences have helped prepare you for this new opportunity?

I’ve had a very rich and diverse career history at IBM that has lasted 25+ years. I started out in sales but landed explored opportunities at IBM in different roles, business units, geographies, and functions. Marketing and business are my passions and I landed on Marketing because it allowed me to utilize both my left and right brain, bringing together art and science. In college, I was no tonly a business major, but an art major. I love marketing because I can leverage my extensive knowledge of business, while also being able to think openly and creatively.

The opportunities I was given during my time at IBM and my natural curiosity have led me to the path I’m on now and there’s no better next career step than a once-in-a-lifetime-opportunity to help launch a company. The core of my role at Kyndryl is to create a culture centered on our people and growing up in my career at IBM has allowed me to see first-hand how to prioritize people and ensure they are at the heart of progress in everything Kyndryl will do.

How would you describe your leadership style?

I believe that people aren't your greatest assets, they are your only assets. My platform and background for leadership has always been grounded in authenticity to who I am and centered on diversity and inclusion. I immigrated to the US from Chile when I was 10 years old and so I know the power and beauty that comes from leaning into what makes you different from other people, and that's what I want every person in my marketing organization to feel – the value in bringing their most authentic self to work every day. The way our employees feel when they show up for themselves authentically is how they will also show up for our customers, and strong relationships drive growth.

I think this is especially true in light of a world forever changed by the pandemic. Living through such an unprecedented time has reinforced that we are all humans. We can't lead or care for one another without empathy and I think leaders everywhere have been reminded of this.

What’s the best leadership advice you’ve received?

When I was growing up as an immigrant in North Carolina, I often wanted to be just like everyone else. But my mother always told me: Be unique, be memorable – you have an authentic view and experience of the world that no one else will ever have, so don't try to be anyone else but you.

What does success look like to you?

I think the concept of success is multi-faceted. From a career perspective, being in a job where you're respected and appreciated, and where you can see how your contributions are providing value by motivating your teams to be better – that's success! From a personal perspective, there is no greater accomplishment than investing in the next generation. I love mentoring younger professionals – they are the future. I want my legacy as a leader to include providing value in work culture, but also in leaving a personal impact on the lives of professionals who will carry the workforce forward. Finding a position in life with a job and company that offers me a chance at all of that is what success looks like to me.

What advice would you give to your younger self just starting out in the industry?

I've always been a naturally curious person and it's easy for me to over-commit to projects that pique my interest. I've learned over years of practice how to manage that, so to my younger self I’d say… prioritize the things that are most important, and then become amazing at those things.

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