4 Ways You Can Motivate Employees Better
It seems like years ago that I learned all the employee motivation theories. Interestingly these modern ways had been developed a generation of business owners before I was learning about them before I applied them.
Two Theories of Motivation
Two significant theories of employee motivation included Maslow’s hierarchy of needs and Macgregor’s theory X and theory Y, and, to some degree I practiced th
ese over the years because, in many respects, they seemed to make sense, there were no other more compelling theories or practices, and well, I needed something to help me in my management and motivational efforts with my employees.
What I seem to remember most however, after all these were put on the back burner due to the need to manage and to manage a growing number of employees who were now reporting to me, was the influence of my gut. My gut was heavily influenced by my upbringing. That upbringing influenced me to act in a trusting manner, to have an open and objective attitude towards others, to make balanced decisions, and to help others achieve their highest potential by respecting and recognizing their individual and collective worth.
I understand better how these four components work in a business setting to help clarify the importance of the how and why of motivating others.
Take Responsibility
One of the first principles I learned was to take responsibility for those who worked with me. This was important because it was appropriate that if I was leading and directing them towards the accomplishment of certain tasks and activities then I should take responsibility for their actions, the good and the bad. I worked with them to understand why things went wrong and would help to make corrections to ensure future success.
I think that by doing so it helped to gain the trust of my fellow employees. They understood that I would not “throw them under the bus,” nor abandon them. Additionally, they understood that I was willing to stand with them to accomplish those tasks and activities.
Open and Objective Attitude
Secondly, my ability to have an open and objective attitude towards others helped my fellow employees approach me with questions or concerns about their performance. This talent encouraged a freer flow and exchange of ideas and communication focused on improving performance.
Listen, listen, & Listen some more
Third, my upbringing helped instill a need to listen to all sides, to weigh alternatives, and when considering my interests, other employees’ interests, and the interests of the company it helped employees I worked with to seek me out, and engage in a discussion so that we could develop a very informed, participative, and balanced decision.
Work to identify unique strengths
Fourth, I made an effort to identify each person’s unique strengths and weaknesses and worked with them to apply these to the performance of their job for their own and the organization’s benefit.
Nowadays as the management coach to a number of business owners I help them to quantify how much they want to improve their financial performance through the use of motivational practices and I seek to understand why they are concerned about this performance.
While I may have a preliminary sense of why performance is suffering and motivation is low, I quantify this sense with the business owner by providing them a complimentary diagnostic profile to help them understand better their own “gut” and to understand how they can develop their own gut talents, motivations, and behavioral preferences to create a more effective motivational environment for their employees. Interested in what drives your gut?
