Myth #1: I can motivate others.
Truth: Motivation comes from inside each individual. My Mirriam-Webster dictionary defines motivation as: something (a need or desire) that causes a person to act.
None of us have control over the needs or desires of others.
I can provide an environment or situation for others, however, where they are more likely and able to motivate themselves.
When you have an employee who doesn’t appear motivated to the extent you’d like to see, have a little meeting with that person. Share your concerns in as open a manner as possible. Avoid a tone of confrontation.
Ask the person to tell you how you can help them feel better about the job they’re doing for you. Ask them why they’re working for you. Tell them you understand if it’s all just about the money. Ask what they’re working or saving towards. Work with them to devise a system where you help them reach their goal in return for them working to help you reach your goal.
You may agree to provide them with some sort of reward for going the ‘extra mile’. Don’t offer anything, though. Ask the employee what they think would be a good ‘reward’, if your conversation takes this turn. They’ll often surprise you with what it is they’d like and it’s usually a lot less than you think.
Employers often ask me how to know what employees are thinking. My answer is always the same: ask them!
Myth #2: There are two ways to motivate employees: carrots (rewards) or sticks (punishment).
Truth: These so called “motivators” only work to the extent that a manager understands the needs and desires of his/her employees.
Once again, the only way to know how to help motivate your employee is to get to know them. Your conversation (above) will help you get to know them.
Myth #3: Money is a great motivator.
Truth: More money is always welcomed. We can all use more money. However, an increase in the pay cheque does not create the motivation to work better and faster, or have more loyalty to the employer. Once an employee’s basic needs are met by the income they earn, other factors begin to play a much bigger role in motivating the employee.
When you ask your employee what it will take to make them feel more motivated in their job, you’ll likely be surprised at their answer. Often, it won’t be about money.
On the other hand, if it is, explore that with them. Ask questions. Work out some sort of arrangement with them. You may be limited in how much you can pay your employees, and keep in mind that you must be seen to be fair to all employees. However, there is often room for customized solutions to motivation.
Here’s a real-life example for you. . .
My son worked for a grocery store in Red Deer, as a ‘customer service clerk’, which meant “every one was his boss”. He hated the job and quit after just a few months. Strangely enough, the managers at the store loved him. When he quit, the assistant manager told him he’d rehire him on the spot if he ever changed his mind.
In hindsight, and knowing my son, if that manager had taken my son up to the coffee room for a talk about what else he’d like to do in the store, my son might still be working there. If the manager had taken the time to find out what he liked and disliked about his job, they might have found a different position that suited him better.
My son was a good, reliable worker, and I don’t think that’s just my opinion. Several staff told me that. What a shame that they just accepted his resignation without question.
Myth #4: If I do something to help an employee increase their motivation, that something will probably work for everyone in my department.
Truth: Different people are motivated by different things. As a manager, it is your duty to discover the things that provide the environment in which, or through which, an employee is motivated. A wonderful variation on the golden rule is the “platinum” rule: “Do unto others as they would have you do unto them.”
Your Turn. . .
Have you found a motivator that works in your small business? Please share your thoughts with us by leaving a comment.