We’re looking for ways to motivate employees. The amount of effort needed to manage some of our employees is frustrating. If we don’t babysit them, whatever they’re supposed to be doing more often than not is either poorly done or not done at all. Feel like it’s becoming the issue du jour around here. They just need to do their job right and on time. Is that asking too much?
THOUGHTS OF THE DAY: Motivate employees. Manage the assignments effectively. Hire for motivation. Give people a mission. Set up measuring sticks. Don’t tolerate defectors.
I recently met with a business owner who complained that when he promoted a competent employee to supervisor, he then failed. Regardless of how much money went with the promotion, despite promoting someone who had been a great performer previously, the candidate would consistently drop the ball and show less motivation in the new assignment. He wondered why employees wouldn’t jump at the chance to take on all that additional responsibility and new opportunity to perform.
Continue to support and motivate employees.
When people move from one assignment to another, even if it’s just a step up to a higher level, there’s a lot to be learned. If too much is thrown at them at once, they get overwhelmed and stop trying. Conversely, if they get held back from taking on more when they’re ready to do so, they get so bored they start to not care.
There’s a fine balance between too little and too much learning. Evaluating someone’s performance in a new assignment means observing that person regularly to see how they’re doing — which is quite different from letting them fend for themselves as with a new assignment.
Focus on having people around you who demonstrate drive, passion, and ambition for the type of work you have to offer. You want people who care about what you’re doing on a gut level. They’ll be willing to put their hearts into their work continuously because doing this kind of work makes them feel good.
Avoid people seeking big wins who encounter big setbacks that can be demotivating. Heroes can be exciting to interview, especially when you’re looking at accomplishing big goals. But they tend to be less consistent performers and can create problems for the organization.
Seek out people who want to do a reasonably good job all the time and who can show evidence of being consistent, reliable performers. They tend to do less self-promotion and are reluctant to brag about successes.
Educate then motivate employees about the importance of the work.
Use examples of how doing a great job has made the world a better place for someone. Connect with your employees on a higher level by showing you care about your customers.
Create a way that you and your employees can measure and report on success. Get people focused on accomplishing the same end. Even if people take different routes to get there, the outcome is the thing that everyone celebrates.
Stay on top of the “what” and “when,” but not quite so much on the “how.” Give up trying to micromanage. There are a lot of ways to skin a cat, as the saying goes. Let people try in their own way, giving them the freedom to allow their innovations to come forward. Be clear about what has to happen as a result.
Ask for regular updates — your steady performers will appreciate the attention. And if something is off track, it gives everyone an opportunity to correct it before things get out of hand.
If you know you have a problem with an employee, address it right away. Challenge people about the quality of and commitment to their work. Demand that they find and pursue their passions. Find out if these match the work you have to offer.
