Are you a manager or an owner of a business who is thinking of other ways of motivation your employees aside from money? Garrick Saito gives us 5 steps we can take.
1. Give them the tools that they need to succeed.
This includes proper training. I think all too many managers believe things will automatically fall into place on their own, as if by magic. You’ve got to do your part. Continually spend time with them communicating your objectives, the big picture and why their role is so important in achieving those objectives. If they lack the technical knowledge to do their job properly and efficiently, then show them the way. Spend time teaching them or sending them to classes if you yourself lack the knowledge, but I think part the equation is to demonstrate that their success is important to the success of the company or department.
2. If they’ve done a good job, let them know.
Rather than take the attitude, “Hey I expect you to do a good job. That’s why I hired you.”, give them some feedback on how they’re doing. If you say and do nothing, they haven’t a clue if they’re living up to what is expected of them.
3. If they’ve done a bad job, let them know.
Once again, things do not happen by magic. Wishing an under-performing employee will magically turn into a superstar will not solve the problem. Identify their weaknesses and inadequacies and formulate a plan how you can both fix that.
4. Communicate your expectations.
“If people don’t know where you want go, it’s not likely that you’ll get there.” You must set the vision. You must set the plan for how that vision should be executed. You must monitor and address if that plan is going off track. The last thing you want are your employees saying “He hasn’t a clue what to do.” Lead by example. If you can’t get people to support you or understand the reasons why they should, you’ll have a motivation problem on your hands.
5. Treat your employees with dignity and respect.
If people respect you, they will go out of their way to help you. Look at the turnover for your company. Is it higher than what it should be? If so, take a look at yourself, rather than at them. People who are happy in their jobs generally stay. Those who are not, generally do the opposite. The handsome salary that you pay them will only take you so far. Nobody wants to come to work to get continually crapped on. Meet with them periodically and make sure they’re happy with what they’re doing. Have an ‘open door’ policy so that they feel comfortable in talking to you about anything they’re unhappy about and I think you’ll retain them for much longer than managers who have a ‘closed-door’ policy.