Motivation is the key ingredient for success in any organization. You can
have all the technical skills in the world; however, if you can’t motivate your
team, you will not achieve success. As a leader, a majority of your job is to
motivate others to succeed so that everyone’s goals are accomplished.
Everyone Has Motivation Your employees are motivated on some level.
It is your job to find the level of their motivation and move your employees to
the next level.New paragraph
It’s about Pain or Pleasure Motivate your employees toward pleasure
or away from pain. You motivate toward the pleasure by providing recognition,
incentives, and rewards for doing a good job. You motivate away from the pain of
a corrective action, losing a position, or doing a poor job. The key to this
motivation is to be consistent with all your employees at all times.
Give Me a Reason Do it because I said so! Well, with our educated
workforce these days, that doesn’t work anymore. Employees like to know why
tasks are being requested of them so that they can feel involved and that the
task has worth. Let your employees know why doing the task is important to you,
the organization, and for them.
Let Me Understand You Take time to show sincere interest in your
employees as people. Understand what your employees are passionate about in
their lives. What are their special passions? What are their personal needs?
What brings them joy or pain? What are their short-range and long-range goals?
Once you understand the answers to these questions, you can move them to a new
level of motivation, because you cared enough to ask the questions and show
interest in their success. Once you understand your employee’s needs and goals,
they will take more interest in understanding and achieving your goals.
Make Me Proud Napoleon Bonaparte once said, “A soldier will fight
long and hard for a bit of colored ribbon.” Give your employees the opportunity
to be proud of their work. Reward team members publicly for a job well done.
Give them an opportunity in a team meeting to explain how they accomplished the
job. Have your organization’s Director, President, Vice President, etc., give
recognition to these employees by personally sending a note, recognizing them in
an organizational or team meeting, or creating a “Hall or Wall of Fame”
recognition for employees that really have gone beyond the call of duty.
Expect the Best Expect the best and your employees will rise to that
level. How do you do this? You do it with the words you use. Are you expressing
positive expectations, or are you using words (kind of, sort of, we’ll try, we
have to, we haven’t done that before, and that will never work) that communicate
negative expectations? What does your body language say about you? Does it say,
“I’m ready to take on any challenge, and I expect you can also;” or does your
body language say “Please don’t give me another problem. I can’t handle it.”
Do our recognitions and rewards move our employees to do their best? Do we
consistently communicate our standards and expectations for the best? Do we
coach our team to always do better?
Walk the Talk Our employees model our behavior. If we are confident
about a major change in the organization, our employees will follow our
behavior. If we come in late and leave early, guess what will happen? Remember,
even when you don’t think someone is watching…they are always watching. Set the
example for others to follow.
Ed Sykes is a professional speaker, author, and success coach in the
areas of leadership, motivation, stress management, customer service, and team
building. You can e-mail him at mailto:email@example.com, or call him at
(757) 427-7032. Go to his web site, http://www.thesykesgrp.com, and signup for his newsletter,
OnPoint, and receive the free ebooks, "Empowerment and Stress Secrets for the
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