Employee Motivation – The 8 Basics
Building a team of motivated people in your business is vital to get the very best results, but so many managers focus on the ‘ra-ra-ra’, rather than the important things – the things that make people feel comfortable in their working environment. Here are eight that you might want to have a think about:
1. The Weather
Is it too hot, or too cold. Your people need an environment which is, like Goldilocks said, ‘Just right’. So is the office too stuffy in summer? Or too icy in winter? Is it draughty? Do people get wet when accepting deliveries, because the outside roof leaks? Literally make sure that external factors are as they wish.
2. The Breaks
Sometimes working in a day-to-day job can get boring and exhausting. So people need to know when their breaks are and that they wil be able to take them – it’s not that complicated. Yet often, they just aren’t able to have this basic courtesy in place. Planning and caring for your people’s needs is vital. It’s what you would want for yourself, isn’t it?
And vacations/holidays are important too – some would say it’s the most important thing on the working year calendar. So enable this to happen, when they need to know, so that they can plan their invaluable time away from the business and refresh.
4. Being Heard
Your people need you to listen to them and hear them – really hear what they are saying and respond with action and/or acknowledgement. Be out there creating good, open relationships with your people and take in what they say – what’s important to them – and deliver solutions to make conditions great.
5. Achievable Goals
By being really, really clear about what you expect from your employees, you will set the scene for committed staff. Through knowing exactly what their performance should look like to be judged excellent, by you, gets buy-in, big-time. So be clear, give them the resources to achieve success and they will be well onside.
6. Being Thanked
As they do a good job for you each day – tell them. It’s easy – just say ‘Thank You’! Appreciation for achieving success, especially when it’s from the boss is so important. So recognising excellent performance, even for small tasks, cost nothing and takes but a moment – worth building into your day job activities – every day!
People like to do new things, to explore, to seek out and utilise their potential, Sometimes this means they will have to be ‘stretched’ in what they do. With a helping hand, to support, coach and grow the skills of your people, you are setting in place a keen, ambitious and ready-for-the-next-experience star in the making. So find new ways to develop them.
In today’s business climate, it isn’t always easy to build the best future consistently – things change too much, too quickly. But you can go some way to ensure that it is a safe place to be. With this level of security, your people will loosen up and feel capable of being with you, rather than against. It is a measure of your own leadership as to how well this works.
SMART Goal Setting!!!
Goal set should be S.M.A.R.T
Specific - A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six "W" questions: *Who: Who is involved?
* What: What do I want to accomplish?
* Where: Identify a location.
* When: Establish a time frame.
* Which: Identify requirements and constraints.
* Why: Specific reasons, purpose or benefits of accomplishing the goal.
EXAMPLE: A general goal would be, "Get in shape." But a specific goal would say, "Join a health club and workout 3 days a week."
Measurable - Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track, reach your target dates, and experience the exhilaration of achievement that spurs you on to continued effort required to reach your goal.
To determine if your goal is measurable, ask questions such as...... How much? How many? How will I know when it is accomplished?
Attainable - When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them. You begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals.
You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps. Goals that may have seemed far away and out of reach eventually move closer and become attainable, not because your goals shrink, but because you grow and expand to match them. When you list your goals you build your self-image. You see yourself as worthy of these goals, and develop the traits and personality that allow you to possess them.
Realistic - To be realistic, a goal must represent an objective toward which you are both willing and able to work. A goal can be both high and realistic; you are the only one who can decide just how high your goal should be. But be sure that every goal represents substantial progress. A high goal is frequently easier to reach than a low one because a low goal exerts low motivational force. Some of the hardest jobs you ever accomplished actually seem easy simply because they were a labor of love.
Your goal is probably realistic if you truly believe that it can be accomplished. Additional ways to know if your goal is realistic is to determine if you have accomplished anything similar in the past or ask yourself what conditions would have to exist to accomplish this goal.
Timely - A goal should be grounded within a time frame. With no time frame tied to it there's no sense of urgency. If you want to lose 10 lbs, when do you want to lose it by? "Someday" won't work. But if you anchor it within a timeframe, "by May 1st", then you've set your unconscious mind into motion to begin working on the goal.
T can also stand for Tangible - A goal is tangible when you can experience it with one of the senses, that is, taste, touch, smell, sight or hearing. When your goal is tangible you have a better chance of making it specific and measurable and thus attainable.
Everyone will benefit from goals and objectives if they are SMART.
SMART, is the instrument to apply in setting goals and attributes.
React Vs. Respond
Suddenly, a cockroach flew from somewhere and sat on a lady. She started screaming out of fear. With panic stricken face and trembling voice, she started jumping, with both her hands desperately trying to get rid of the cockroach. Her reaction was contagious, as everyone in her group got cranky to what was happening. The lady finally managed to push the cockroach to another lady in the group.
Now, it was the turn of the other lady in the group to continue the drama.
The waiter rushed forward to their rescue. In the relay of throwing, the cockroach next fell upon the waiter. The waiter stood firm, composed himself and observed the behavior of the cockroach on his shirt. When he was confident enough, he grabbed and threw it out with his fingers.
Sipping my coffee and watching the amusement, the antenna of my mind picked up a few thoughts and started wondering, was the cockroach responsible for their histrionic behavior? If so, then why was the waiter not disturbed? He handled it near to perfection, without any chaos.
It is not the cockroach, but the inability of the ladies to handle the disturbance caused by the cockroach that disturbed the ladies.
I realized even in my case then , it is not the shouting of my father or my boss that disturbs me, but it’s my inability to handle the disturbances caused by their shouting that disturbs me. It’s not the traffic jams on the road that disturbs me, but my inability to handle the disturbance caused by the traffic jam that disturbs me.
More than the problem, it’s my reaction to the problem that hurts me...
The Take-Away : The women reacted, whereas the waiter responded.
Do not react, only respond.
Reactions are always instinctive, whereas responses are always intellectual...
A good one from my email.