Think about what motivates you for a second. Now imagine that your motivation level is a balloon car. You get lifted by various external and internal forces (balloons), and you get pulled down by others (sandbags). As a boss you need to find out what lifts up or drags down your people. This up and down movement is a constant, dynamic interaction and rarely, if ever, a static situation.
Here are some Motivators to work with:
Dreams and goals
This is a very large and powerful balloon. It is a key to determining what will make a person perform at the highest level. Typically, we don’t ask our employees about their dreams and goals, but the truth is, you not only need to understand them, you need to drill down to get specifics. It is important to understand your team members’ goals and how they link to your business.
Recognition and reward
Although interpersonal recognition may be one of the most effective balloons, it is still the most under-utilised motivator. Determine what type of recognition best motivates your team members – is it letters? verbally thanking them? gift cards? etc. Do they appreciate public recognition or private?
Belief and hope
Belief reflects an individual’s internal feelings and attitudes about the capability to implement or execute a given process. Hope is the external manifestation of belief. Together, belief and hope create commitment. They are critical for every coach because they make work life significantly more satisfying and fulfilling.
Respected participation and taking ownership
Generally, the more people are involved in the decision-making process and the more they feel their voices have been heard and their opinions matter, the more motivated they will be. This involvement will motivate your team members to exceed expectations.
And remember, all performers—middle managers, senior personnel, and high performers—need to be motivated! It’s your job to find the best way.
Claudia Irmer is a Results Consultant for Cohen Brown Management (Europe) Ltd.