One of the toughest questions we face from our clients is, “How do we motivate staff?” We believe the art of motivation can be incredibly tricky as no two people are alike. And motivation is really one of those things that comes from within. To really motivate someone means we know how to feed their intrinsic needs just as much as their extrinsic. That being said, here’s what some of our top manager’s had to say:
Personally I like to motivate through movement + responsibility. Movement by means of direct involvement in different phases of a project. The idea is to keep everyone moving, not stuck in the same job day in and day out. This keeps everyone invested in the process and in the team. In terms of responsibility, it is a double edged sword, I like to push the team to take responsibility for their projects, the more responsibility the better the reward.
I share a vision with my team and a set of goals to achieve that will bring us closer to our vision. We celebrate successes big and small and we share the good news making the team proud of their successes. I keep an eye on de-motivating factors such as overwhelming goals; stress at work; struggling individuals; negative attitudes; conflicts…and I tackle them promptly. I continuously remove the sticks from my team’s wheels to keep their momentum going and to help them enjoy as smooth a ride as possible.
I like to look at it as a team, I am not only the coach on the side lines by I am also the team captain on the field, playing the game with them, being the example, being the leader and by using my passion to try and ignite something inside them so they want to excel as well.
Making progress is one of the most proven motivators (even ahead of compensation). Recognizing progress and reviewing how the team’s efforts contributed to that progress is my main focus.
We have terminal meetings every Friday, we bring up issues that need to be dealt with and the reasons why certain changes need to be made. Knowledge and communication is power.
Sometimes it’s just easier to ask someone how they like to be motivated. Then I need to be organized enough to capitalize on what they are telling me – sometimes having to read between the lines, but often just by listening intently I get the answer. I don’t want to sit here and think I am a psychologist and have all the answers. I want to give them what they need and then I expect them to achieve. The key is consistency.