Motivation 101: Easier Than You Think
By Richard L Grimes
As I began writing this article, a quick Google search for the term “motivation” produced 171 million results! So why add another entry to that infinite supply on the web?
Because this will be a practical, non-clinical approach to the topic. Written so a manager at any level with any amount of experience and education can use it successfully.
With that said, let’s get started with a little introspection.
- “What incentive do I have to work for my organization?”
- What incentive does each of your employees have to work for your organization?
- What incentive does each of your employees have to work for you?
- What incentive do you have to work for your supervisor or manager?
Why am I asking you these questions? Because many surveys have shown that most employees do not stay with (or leave) their employers; they stay with (or leave) their supervisors.
What do you think?
If you cannot think of a reason why someone would want to work for you, as opposed to another supervisor in the same company, then why would you expect your employees to be loyal to you and do their best for you?
Remember, there is a BIG difference between doing their best and doing enough to get by!
Why should you be asking yourself these questions? (Reread the line above about what surveys show about employees and their supervisors.)
Complete these two sentences.
1. “LIFE WOULD BE GREAT IF MY EMPLOYEES WOULD ONLY…”
(Most managers and supervisors say, “Think for themselves”, “Show some initiative”, “Get to work on time”, “Get to work”, “Worry more about their business instead of everyone else’s”, etc.)
2. “WHEN THE BEST BOSS I EVER HAD DID THIS (specify), IT HAD THIS IMPACT ON ME AND MY WORK(specify)”
Your answer should look something like this:
When the best boss I ever had did this…(your answer for example, “told me what she wanted and left me alone to do it.”)
It had this impact on me… (your answer for example, “It made me feel she trusted me to do it right.”)
It had this impact on my work…(your answer for example, “ I took time to do it right to show her I could and so she would continue to leave me alone to do it.”)
What relationship do you see between how you want your employees to act and the impact on you and your work by the best boss you ever had? (A primary reason why you acted like you did was the influence of your leader. You must ask your employees that same question about the best boss they ever had. Then be sure to demonstrate the traits they listed and you will get the desired behavior.)
How much did it cost the best boss you ever had to act like that? (If you said, “Nothing, it was free!” you have discovered a truth about motivating people. It DOES NOT COST ANYTHING!)
What can YOU start doing differently RIGHT NOW that can help you get what you want from your employees’ behavior?
List a few items from completing this sentence: “Work life would be great if my boss would only…..”
How could you get those items from your boss that you listed? (Why not discuss this with your boss? Use the same example that we used with asking you about the best boss you ever had.)
If you asked this same question to your employees, how do you think they would answer?
What is keeping you from asking them? All you are saying is, “what kind of non-budgetary things can I do that will make your work life as good as possible?” (Non-budgetary in this context means you can’t hand out spot bonuses, procure special equipment, etc.)
Remember, most people want to experience the joy of a job well done and earn the praise of their leaders. All you are asking them is what you can do to make that happen!
Human Resource professionals can earn pre-approved, re-certification training hours by visiting his website, http://www.outsourcetrainingonline.com. If they send an email to him after taking a course with the word “Ezine” in the subject line, they’ll get a $25 REBATE on the course.
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