Almost every manager wants to know--how do you motivate people? It is the question that managers ask the most during my consulting relationships. This leadership training video will answer that question. Here’s the short answer: everyone is already motivated! You don't motivate them. Instead, you influence them to learn to be more motivated towards your department or team's goals.
Do you need to motivate your team to achieve better performance? Are they stuck or under-performing? This leadership video clip will give you a roadmap that works with poor and high performing employees. It doesn't have to take forever, however, you have to follow-through and be consistent in your efforts.
Here's a key point to remember-- most employees aren't always highly excited to do what a manager wants done. Most do their job only because they have to earn a living, so many do just enough to get by. Wouldn't you rather have them inspired to go the extra mile for your team?
Frederick Herzberg’s best selling HBR article, One More Time, How Do You Motivate People?, provides clues. (The title of the article implies that maybe he was a little irritated that managers keep asking the question.) His research shows people are most motivated by:
+Pride in the work
As long as their pay is fair, money is not a determining factor for most people in terms of job satisfaction. So, how do you motivate a team? Create the conditions so that they want to do better. Consider a process that includes many of the above motivators.
To begin, get to know and understand your employees more. Ask yourself a few key questions about each person on the team, and use your answers to guide your interaction with them. Most people think they are performing better than they are. Most can perform significantly better than they are. The goal here is to implement a consistent and frequent way of communicating with employees about their job expectations and performance. Done genuinely, casually and with integrity, it is not threatening, and it works. Liken this to a coach preparing his team for the next the next game. They create a game-plan as a team and execute it every day during training and practice. The communication is real time, ripe with feedback and engagement. The better they work together, the better their chances to win.
Create a positive climate, hold team meetings and do planning together are some of the keys to success. Follow-up, invest the time, and you will find most of your employees will become more excited and engaged, if not inspired, team players.
By the way, do you want to elevate your coaching effectiveness and success? If so, check out this complimentary article: http://wcwpartners.com/free-coaching-for-excellence-article/
Also, do you want ideas on how to inspire your team? Check this out: https://wcwpartners.leadpages.net/how-to-motivateinspire/
Or, are you going through change at work and need to coach your team through it? Then, check out this complimentary eBook: http://wcwpartners.com/changing-change-management-download/
CEO/Co-Founder WCW Partners
Co-Author of "The SuperSTAR Leadership: A 31 Day Plan to Motivate People, Communicate Positively and Get Everyone On the Same Side
WCW Partners is a business consulting and training company that coaches leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness.
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Hi Rick, I'm gonna be promoted as team lead to my team in couple of week. This is my first Job and have experience of only 11 months. The team is composed of more experienced and elder colleagues, whom I was approaching for queries when i joined the company. Of course some of my team member joined along with me. Kindly give me suggestion on how to manage my team and get best performance out of it.
This happens often. Here are some thoughts.
1.Communicate effectively-less telling, more listening and following through on issues.
2.Demonstrate respect for and the value of all colleagues.
3.Focus on results, not process.
4.Create plans with the team don't dictate.
5.Answer the age question, don't tell your age because you don't have to, say "Old enough to do the job." Be prepared so you aren't caught off guard.
6.Eliminate workplace stress don't try to create it. Be a calming influence.
7.Seek respect and trust, not approval. Bring value, be consistent and genuine.
Hope this helps.
P.S. Also, check out my book, Superstar Leadership.(http://wcwpublishing.com/product/superstar-leadership/) Take care.