A motivated employee can move mountains. A disgruntled employee creates havoc. Which do you have? As results are critical to success, I thought it was worth pursuing how to motivate employees; however, as important as results are, retaining top talent in today’s marketplace will put you on top.
1. Let’s start with a “not” – money. Although the lack of fair compensation is a de-motivator, money itself is rarely a motivator.
2. Instead, explain each person’s value – how does each person contribute to the company vision, goals and priorities? Yes, it takes time to translate each person’s value but it will achieve immeasurable results.
3. Diversity – remember, not everyone is the same. Each person has different interests and motivations. Listen and find out what they are, and then modify your behavior to what works for each person.
4. Leverage strengths – I haven’t found anyone who wants to fail (even the miserable, negative ones). Forget about weaknesses that aren’t causing significant issues. Instead, build on each person’s strengths, and you’ll be amazed at the results.
5. Trust – do what you say you’ll do, and don’t commit to things you know cannot be realistically delivered (even if it is what people want to hear at the moment). As simple as it sounds, it’s not simple to do. Yet, trust can have a profound effect on motivation.
6. Reward performance and take action with non-performers – one of the most overlooked, yet critical leadership action items. Many times, this is #1 for your top performers. It is critical to note that BOTH are required to truly motivate your top performers. Do not put it aside for a day when you have “time”.