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We accomplish things by directing our desires, not by
ignoring them. --Unknown
During a recent study of leaders worldwide, it was
discovered that over 70% were raised in poverty, were physically challenged or
had been abused as children. How were these individuals able to overcome
adversity and get to the top of their chosen field? Why were they able to stay
at the top once they got there? It's simple. They received guidance and were
motivated to succeed. Mentorship was the gift that allowed these individuals to
develop navigation and goal setting skills to exceed their own expectations. A
major part of mentorship is knowing how to motivate others.
According to Kurt Hanks, author of Motivating People, 90% of our personal needs
are met in part by other people. If employees meet 90% of an organizations needs
by making decisions and completing work, their contributions need to be
constantly revitalized. One of management's major responsibilities in the
revitalization process is to help motivate staff. While motivation comes
from within, it is reinforced by outside sources. Management's function and
responsibility, is to develop employees through motivation.
Initially, you must know what motivates each employee and
then assist them with obtaining their inner desires. For example, one staff
member may be concerned with creating a solid financial foundation for their
children's education, while another employee is anxious to retire, and a third
employee fresh out of college is anxious to buy a new car. All three are
financially driven, but for different reasons. Each is of a different generation
and has different values. Your responsibility as a manager is to understand
their needs, values and help them to stay motivated on the job while they
accomplish their personal goals. There are a multitude of techniques and ways
this can be done. Try the following steps and see if productivity in your
organization does not increase.
Agree on desirable work performance standards. It is important that the
staff member is involved in the process of establishing work performance
standards. When employees are involved in the decision making process, they are
more apt to understand what is expected of them, set higher performance
standards for themselves and strive for excellence.
Define a job well done. While establishing performance standards, it is
important that you recognize, acknowledge and celebrate a job well done.
Employees need a pat on the back individually and publicly in front of their
peers.
Eliminate barriers to success and develop employee skills. When an employee
succeeds, the company benefits. When we fail to remove barriers to an
individual’s success, we may loose a valuable employee, physically,
emotionally and/or mentally. If an employee for example, wants to continue their
education, then work with them, to make it possible. This may mean adjusting
their hours to accommodate school schedules or approving job related educational
reimbursement. Remember you are not only investing in the individual, you are
also investing in the success of your business.
Show the employees the job is worth doing. You set the tone and the example
for the completion of all job tasks. Your enthusiasm for even mundane tasks will
demonstrate that each and every job assignment contributes to the success of the
whole organization. Much like stew, individually, all the ingredients have a
distinct flavor. Some can be eaten alone, like the meat or potatoes, other such
as the spices cannot. When all the ingredients are combined however, the stew
has much more flavor and is a complete meal.
Uses the employee's skills, talents and interests. To keep people
motivated, it is important they work at or above their current skill level. Most
people love to stretch their skills and abilities. They do not want to remain
complacent. Occasionally it may be necessary to ask someone to temporarily work
below their level of expertise due to emergencies, last minute changes or a
shortage of staff. It is not fiscally sound nor does it motive people, when they
are left in a lesser position for a prolonged period of time.
Create a positive work environment. People want to feel good when they come
do work. A positive environment encourages staff to come to work. A positive
environment stimulates creativity, encourages teamwork and develops the skills
of the individual for the betterment of the entire group.
Provide challenging work. The days of the repetitious assembly line are
going by the wayside. People want to have work that challenges their
intelligence and creativity. Even automakers have discovered that employees
perform better and create a better product when they use several skills and have
several assignments rather then putting a widget in the same place, the same way
on every car. Challenging work provides mental stimulations. When people are
mentally stimulated they work harder to find solutions to problems and feel
successful when they have completed challenges.
Have a vision. People want to know the direction an organization is
going. Employees want to decide for themselves if they want to be part of
the process. Whenever possible, it is important that the employees are part of
the vision creating process. Staff will accept changes that occur easier when
they help decide what will happen within and to a business in the years ahead.
Communicate in all directions. There is nothing worse then finding something
out through the grapevine. Employees will be moved to action if they know you
will keep them informed in a timely manner. Be willing to share their ideas and
concerns with your peers and superiors. Be their voice and staff will shower you
with loyalty and action.
Empower staff, and then get out of their way! There is nothing worse for an
employee then a boss who makes an assignment and then hovers as they complete
the task. That is a real deterrent to motivation. The employee feels much like a
child who's parents are watching just waiting for them to goof. No two people
will ever do a job exactly the same, and that's okay! When you try to fit
everyone into the same work pattern and mold, means creating a team where no one
fits.
Every manager is dependent on their staff for the completion of specific tasks
and jobs. As a manager, it is your responsibility to influence your employees so
that positive results occur and goals are met. Without motivation there is no
change, no action, no learning or most important of all, no results. How can you
get others to do what their job requires? The answer is simple, motivation! The
fun and enjoyable part for you as a manager is getting to know your staff
individually, so that you can find just the right key to motivate each and every
person. The end results will far exceed your expectations and maybe even theirs.
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