Motivated

At A.S.A.P., our business is about people, and that’s why we believe so strongly in consistently investing in and fine-tuning our people skills: selecting, hiring, training, supervising, coaching, managing, and rewarding our employees, and--most importantly--communicating and listening to our clients. In short, A.S.A.P.’s security personnel are selected and educated to deliver and motivated to perform. However, motivation is a three-way proposition in our organization: our client-partners, our management team, and our employees must all be motivated to achieve the same end—top quality asset protection.



Motivating Principles

A.S.A.P. believes that motivated employees can accomplish hard tasks with professional ease. To underscore that notion, the management team has adopted three principles that form the core of our motivational philosophy.

1. Align client goals with employee goals.
At A.S.A.P., identifying client goals is a key part of the planning process. Once these goals have been established, managers and supervisors can know what they need from guard personnel, and performance measurements can be worded in terms of client goals. Employees can be fired up about their jobs and work very hard. But if the results don't contribute to the goals of the client, then the client is not any better off. When both clients and employees see that their goals are being met, everyone is motivated to take ownership of the best results possible.

2. Motivate employees by understanding satisfiers.
For A.S.A.P. managers, helping employees become motivated to achieve peak performance requires an understanding of what motivates individuals. Is it recognition, a job well done, prestige, service to others, life-long learning? What aspects of a client’s goals support these motivations?
To understand what motivates employees, managers must ask, listen, and observe their actions and reactions. Working with our client partners, A.S.A.P. managers assess pertinent asset protection needs then match them to an employee’s skill set. When employee satisfiers match client goals, guard personnel are motivated to work not only harder but also smarter.

3. Support employee motivation with organizational systems.
A.S.A.P. has instituted comprehensive systems in the workplace to help motivate employees. Compensation systems, employee performance systems, and organizational policies and procedures underscore and support employee motivation. These systems and structures help ensure that employees clearly understand expectations and receive equal treatment.



Motivating Practices

Enthusiasm is contagious. If managers are enthusiastic about their jobs, others will mirror that behavior. And when managers are motivated to do the best job possible for clients, they send a clear signal to employees about what’s expected of them. Our management team firmly believes that both internal and external motivators energize employee behavior and are the source of actions that meet client needs. Motivators stimulate desire and energy, which enables individuals to be continually interested in their jobs and committed to meeting customer expectations.

At A.S.A.P. Security Personnel Services, we strive to develop motivated employees who are persistent in attaining client goals.