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ENGAGEMENT ❝


Let them share in the success they have earned, rather than it all just totting up to kudos for the boss


converted into real rewards. Make success actually count, and keep people motivated. For example, if people exceed their targets, give them a treat, like ordering pizza to the offi ce, or a half-day. If you receive particularly glowing feedback about a person, let everybody know, and off er them something to recognise this achievement. Let them know that you are grateful for the success and


22 | November 2016 |


acclaim they bring to your company. T e bottom line to avoiding


employee burnout is making each person feel like an individual you know well and have time for. Did you ever have a teacher at school who would write more or less the same report for every student, with just the names changed? Realising that the person at the top doesn’t know (or care to know) you is a


thoroughly discouraging feeling, and one that must be avoided at all costs in a well-functioning company.


Clayton Ainger is a motivational speaker and author. Find out more at www.claytonjohnainger.com


Reference 1 Paul Avis, HRreview, 2014, htt p://bit.ly/1luIRFW


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