Motivation does not come naturally to everyone, but it can be learned and developed. Your objective as a leader is to develop an environment where your team members can develop the ability to motivate themselves. Create an environment where your employees:
As each member begins to motivate themselves, the momentum will build within your organization – and it begins to infect your organization!
The three beliefs employees need to be effectively motivated are confidence, trust and satisfaction. In other words, to be motivated they must feel: “I can do it,” “Outcomes will be tied to my performance” and “The outcomes will be satisfying to me.”
1. Confidence — Employees need to believe “I can do it.” People must believe their efforts will lead to the necessary result. Often, managers do not detect confidence problems because people find it hard to discuss them. People do not like to talk about where they fall short. Getting employees to be transparent, to discuss a lack of confidence about an assignment helps to open the door for motivation.
2. Trust — Employees need to believe “Outcomes will be tied to my performance.” They have to believe that how they perform is connected to the results and rewards they will receive. You have to show your employees that you will reward them appropriately and that you will follow through on what you promise to do based on their performance. Unlike confidence problems, employees will often discuss trust issues, at least with each other. Problematically, when employees discuss problems about trust, managers often think they are complaining. Try to listen to such comments as signs of a trust problem and take steps to correct it, so you can be sure to bestow performance rewards or punishments appropriately.
3. Satisfaction — Employees need to believe “The outcomes will be satisfying to me.” Employees have to really want the outcome you offer. It’s common sense that people work hard for results they want. Accordingly, you have to realize that employees are different and they do not all want the same thing. An outcome which satisfies one employee may not please another. To learn what is really satisfying to different employees, ask them directly. If you ask, you can learn what is most important to each person in your organization.
Why is it important to understand the impact a motivated (unmotivated) workforce has on your organization? According to surveys of more than a half million working people and their leaders, 72% of employees acknowledge that they do not give 100% to their jobs. And 77% of the leaders surveyed know their employees are not making a real effort. Clearly, motivated, dedicated, diligent workers are hard to find and nurture.
An unmotivated workforce has a direct impact to your organization’s ability to stay ahead of your competitors … a motivated workforce impacts your organization’s BOTTOM LINE!
