among its employees where employees come office and criticize previous day work.<\/span><\/p>\nIn doing so, they have increased the production of ideas in 25 percent<\/strong> \u2013 and the effect is seen in their films, which always earns an Oscar nomination, and they have also bagged a lot of Academy’s.<\/span><\/p>\n
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The vital method of Pixar is known as shredding, and they argue not for the sake of argument but for seeking the seamless possibilities to expand their project and stay ahead in the race.<\/span><\/p>\nIf you never allow creative freedom and open debate among your employees, then they will never learn to take constructive criticism and come out from their comfort zone.<\/span><\/p>\n\n- \n
Dependent on Group Brainstorming<\/strong><\/h3>\n<\/li>\n<\/ol>\nSo, you’re awarded a project you’ve always wanted \u2013 and you’ve made the idea with many sleepless nights? When will you do next? You probably want to ride your four wheels around the area, hooting joyfully because you’re up front and flipping your company’s stakes?<\/span><\/p>\nYou wake up after partying hard last night, and arrange a meeting with all your employees going to work on the project to brainstorm an idea- and guess what? Only a handful bring ideas to the table \u2013 while others \u2013 only seem to listen.<\/span><\/p>\n
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You will then find various approaches to motivate the whole team to generate more ideas if you want to please your hard-earned customer? Bingo!-Bingo! You are correctly. For a smooth workflow you need a framework. Slack or Hipchat<\/strong> are several apps in which a whole team can participate, read the ideas of others and carve out their own ideas etc.<\/span><\/p>\n\n- \n
Scaling Consequences for Mistakes<\/strong><\/h3>\n<\/li>\n<\/ol>\n\u201cWhen asked for advice on painting, Claude Monet told people not to fear mistakes. The discipline of art requires constant experimentation, wherein errors are harbingers of original ideas because they introduce new directions for expression.<\/span><\/i><\/p>\nThe mistake is outside the intended course of action, and it may present something that we never saw before, something unexpected and contradictory, something that may be put to use.\u201d Shaun McNiff<\/strong><\/span><\/i><\/p>\nEnterprises need to encourage mistakes because mistakes help in the growth of employees, and they risk new things for better results.<\/span><\/p>\n
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Moreover, when you encourage employees to experience and test different things, you will have enough data to pitch why the final report is best for your client\u2019s business.<\/span><\/p>\nFor example<\/strong>; if your customer is confused in selecting the right eCommerce platform, different reports can be made for different channels and the right solutions will come up; let’s say Magento, as it is preferred as the most reliable and stable eCommerce platform.<\/span><\/p>\n\n- \n
Use Monetary Compensation as Motivation<\/strong><\/h3>\n<\/li>\n<\/ol>\nWho doesn\u2019t love money? Well, we all do. That\u2019s why we work hard to earn bucks for an easy life. Getting monetary compensation is great. It makes us jubilant and we jump out of joy. Probably, we feel on cloud nine and looking at the world as the real winner.<\/span><\/p>\nBut, wait. I mean, seriously, is money everything that we are blinded taking as the best thing to happen during work reward? Is it so?<\/span><\/p>\n
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\u201cThe most common extrinsic motivator managers use is money, which doesn\u2019t necessarily stop people from being creative. But in many situations, it doesn\u2019t help either, especially when it leads people to feel that they are being bribed or controlled.\u201d \u2013 Teresa Amabile<\/strong><\/span><\/i><\/p>\nSorry, if you don’t want to hear that; but, when it comes to motivating, money doesn’t fix problems. Not everyone needs cash bonuses. It gets the job done to some degree or to a large extent by inspiring people before the deadline but each coin has two sides.<\/span><\/p>\nMany people are searching for recognition in the organization or emailing with some words of gratitude and circulating among the workers to make him \/ her feel like a star or even a winning month \/ week award employee.<\/span><\/p>\n\n- \n