Motivational Techniques that Work!

Motivational Techniques that Work!

Last week we discussed some of the various ways to help keep your employees motivated and engaged. We often work with employees who have personalities very different from our own, or have to deal with those who need a little extra push in the right direction when it comes to motivation.

As a manager it is imperative to learn what makes these employees tick to determine what encourages them to do a good job. Here are some factors that may be the key in making your unmotivated employees encouraged and engaged.

Attainment

Some employees are goal-oriented and enjoy challenges that will sharpen their skills. You can often load these people with several short and long-term goals simultaneously. Motivate them by constantly introducing new tasks that build upon the ones they are currently working on.

Power

These employees want influence and control, need to feel important, and like being in the spotlight.  They express an interest in leadership roles and are highly motivated by special privileges or perks. Treat these employees like in-house experts and frequently ask them for advice (within reason). They will instantly be motivated because they savor the chance to offer information.

Belonging

Easily motivated, this group wants to feel a sense of camaraderie. Allow them to build rapport with their coworkers. Create meetings where they can collaborate and share ideas, rather than just sit and listen to a lecture. If you satisfy their need for affiliation, they will give you a solid effort.

Independence

If you attempt to manage an employee who seeks autonomy and strongly values their independence too closely, you’ll kill their desire to excel. The best way to connect with what motivates these freedom seekers is to give them overriding goals and let them find the best way to get the results.

Respect

Some employees simply want a little respect. If you listen to them, they’ll feel more motivated.  You need to give them full attention while listening, or they will feel disrespected. They love to hear praise and feedback on their performance and have a deep need for esteem. Give it to them and they will be motivated.

Equity

Everyone likes a fair, unbiased boss, but some individuals see the world as either black or white. They weigh and measure everything to make sure everyone is treated the same. They will pick up on inconsistencies and decisions that appear to vary from previous occasions. Approach them as if you were a lawyer and give them objective evidence to prove that you are fair and equitable.

Always keep in mind that each employee is a unique individual and what may work for one person won’t necessarily work for the other. Be observant and learn what makes them tick. Some employees are motivated by power and praise, another may just want some respect and to have their voice heard. Take the time to learn what you can do to help each employee succeed and reap the rewards of more engaged, productive, and an overall happier team.

Motivation For All!

Motivation For All!

Last month, we focused on fostering relationships with your subordinates, including tips on how to get the most out of your subordinate managers. While communication is at the forefront of ways to foster and maintain mutually beneficial relationships with your team, some employees are motivated by other means. How do you motivate and engage all employees, especially those who struggle with self-motivation or have personalities that are vastly different than yours?

Communicate – If your employees don’t know specifically what you want out of them, how can you expect them to perform at a satisfactory level? Communicate your expectations, whether that be the functions of their job, performance standards, or behavioral factors that they can work on. Communication should always be a two-way street. Give and receive feedback in a way that is productive and mutually beneficial.

Lead by Example – The “Golden Rule” applies to the workplace just as much as it did to the schoolyard as children. The simple concept of treating others as you’d like to be treated means so much when applied in a work setting. Work on creating this kind of environment for your employees. Put yourself in their shoes and work in a way that would make them want to give back and put forth an effort, and

Be Fair and Consistent – Everyone likes a fair, unbiased boss. Apply policies and procedures the same across the board, and try not to play favorites when administering rewards or discipline. Many employees get discouraged when treatment is unequitable and when favoritism abounds. Really focus on how inequitable treatment affects others and be deliberate and unbiased with how you assign tasks and deliver praise and criticism.

Provide Opportunities for Growth – Many employees will respond well to an opportunity to obtain training. Use training and other learning opportunities as incentives for fine work. Select your most diligent or outstanding employees to attend outside seminars and conferences where they can pick up new job skills and spend time mentoring a dedicated employee for an hour or two a week as a reward for excellent performance.

While these are all great starting points to apply to ensure engagement with your managers and employees, follow along in our next post as we go even further and discuss various proven motivational techniques to implement with each individual employee.