Motivation Tools That Cost Nothing
When managers think of “motivation”, they often think of it in terms of incentives or rewards. This betrays a lack of understanding of how people work, and yet, managers are people themselves!
The larger the business, the easier it is to “throw money” at motivation in the form of, for example:
- Performance bonuses
- Merit increments
- Cash vouchers
- Staff trips
Here are several ways that I’ve experienced over the years (in no particular order):
Celebrate small victories as well, not just the big ones:
Make a fuss about the achievement or of the person who did it - give them or the team a “shout out”. If you do this often, people feel good about themselves, they feel valued and want to contribute and perform.
Find something to praise people for:
… big or small. Similar to celebrating victories, but more personal. I don't mean make a huge fuss, but catching them “doing right” reinforces the positive behaviour you want to see. Catching them only doing wrong only tells them what not to do (not necessarily what to do).
Thank people:
Yes, people like feeling appreciated and acknowledged. You don't need to overdo it, just show that you appreciate the gesture. Forget this stuff about “it’s what they're paid to do”. You’re “paid to” get the best out of them.
Greet people in the morning:
Nothing complicated. A smile and a “Good morning” along with their name. It makes people feel valued.
Walk the talk:
How many times have I seen or heard this? It’s amazing how many of us say one thing but do another. What does that tell our people? Would you act that way with your children? Be the example of what you want them to be. If they don’t or won’t after that, you can ask them to look for employment elsewhere.
Be Honest:
People appreciate you calling things as they are. Although it may be painful at times, they’ll trust you much more if they know the true situation.
Leave on time (or early):
I’ve seen and worked for bosses who followed the FILO (First In, Last Out) rule in the belief that it made them look motivated and tough, resulting in an undignified scramble amongst their team to see who can get in earlier or stay the longest. In the end, it does neither you nor the team any good and simply makes you look more interested in office time. Remember, you pay for results and your people have lives outside work.
Focus on results, not on face time/chair time/office time:
I pay people to get things done, not to warm their office chair. I expect them to be in the office as long as they need to get the job done. If they can leave early from time to time, great.
Talk to them:
Show your face & shoot the breeze (as long as it doesn’t disturb or freak them out). Go to them, rather than always making them come to you. Find out their likes and dislikes. You’ll be amazed at what you can learn. Our quarterly “Team Drinks” session was an occasion where everyone relaxed and I really heard things that surprised me.
Be available:
(Unless it’s a real crisis). They’re the ones who make you look good. Give them time when they need it (as long as they don't use it as an excuse to put every proverbial monkey on your back”.
Let them know your movements:
They’re not a state secret, and you expect them to let you know theirs! It means they’ll always be able to plan. Forget this “I’m the boss” attitude - that’s SO last century…
Let them wear what they like:
… within reason, or unless there’s a specific uniform. By all means, set limits for what isn’t acceptable (e.g. clothes that are too revealing or in poor condition). Studies have shown that wearing a suit stifles creativity. Be smart if you meet customers, and always adopt the customer’s dress code if visiting customers at their premises.
Notice anything all these have in common? They’re all about treating people as people and as individuals, not as “Human Resources”.
I have spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With more than 20 years in the world financial services industry running different service, operations and lending businesses, I started my own Performance Management Consultancy to offer solutions for improving performance, productivity and risk management. I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email . My website provides a full picture of my portfolio of services. For strategic questions that you should be asking yourself, follow me at @wkm610.
Labels: Career, Leadership, Teamwork
posted by William Martin @ 09:52
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