Motivating Employees-The Do’s and Dont’s
Tough economic times are having a higher than normal challenge for managers trying to get their staff members motivated (especially in the sales department). What many call motivation is really intimidation ( yelling and screaming) and manipulation. Neither one is an effective tool. Supervisors, however, can create a postive environment where employees will want to motivate themselves. Each manager must get to know each of their staff members and learn what drives them. By the way, sitting in your office and trying to motivate them by remote control doesn’t work. For some, the manager will learn that they are driven because of their home life, upbringing, and individual personality. Others are motivated by money, job security, fair treatment, doing something worthwhile and being appreciated. Money, as a motivator, is not always possible and that’s why it is critical to get to know each of the people working under you. These days, if they can’t get an increase in their wage, they will settle for job security. Too many layoffs are making staff members nervous. Give them some assurances regarding the stability of the company, don’t make promises that you either do not have the authority to keep, or they are unrealistic. Do not get too creative with commission plans without them being reviewed. We don’t need labor board claims that pay out monies that will hurt the organization financially. Try to discover their interests, aspirations, and pursuits and work with them toward that endeavor. Finally, as you observe, talk, and listen to your employees, you will find that most are motivated by one or more of the basic needs: security, acceptance, self-esteem, independence and achievement. Don’t believe me? Then you may have lost already! Get on board and try it. You may be pleasantly surprised.