The first thing I’m going to say on this subject will not be news to some of you.
Motivation comes from within
No one can ever motivate you: they may be your inspiration, but they can never be your motivation. You motivate you!
Now, if you manage people, or you have a manager that makes you feel motivated, remember it’s a manager’s ability to create a motivational environment for others that allows people to motivate themselves. You may be that type of individual yourself. This is great!
However there are a lot of people out there that feel demotivated at work – so what’s gone wrong?
If you manage people there are a number of things that may need to be addressed:
- What motivates your individual team members and your team as a whole? (Some people say money – this is just not true. Yes, money is important and I have a good system to get to the real motivation of individuals who mention money.)
- What type of environment are you creating for them – not you?
- (If you don’t know the true answer to the first question it may be difficult to answer this one.)
- What real development are you providing so that everyone has the opportunity to learn and grow, not just the people you like?
- What problems/issues exist in the team at the moment? (If you have none, start to worry!)
- What are you and/or others, including the team, doing to solve these problems?
- How much do you know about each person in your team, personally as well as professionally? (This is extremely important, as work affects life and life affects work.)
- The last, but one of the most important, keys is how much enjoyment do your people receive from their work?
Once you have answered these questions, then you can concentrate on building the environment that the individual and the team with thrive in.
With a team you need to know the answers to the questions above collectively. The two main areas to concentrate your efforts in are the enjoyment of their job, and their learning and development. The only way you can do this is to know the answers to all the questions above.
Don’t forget to praise your staff constructively.
Don’t just say “that’s a good job”, follow it up with constructive comments on why it was a good job and it will have a much stronger impact. When was the last time you constructively praised your staff?
If you follow this process you will be guaranteed respect, loyalty, great performance and a fun working environment for everyone.
Too many managers believe this is too much work for them. “Well, keep working extremely hard” is what I say, because “it is harder to constantly work against the people than to put the initial effort in and work with them.”