Motivating in Difficult Times

In today's turbulent, unpredictable economy, it is important to motivate employees to fully utilize their talents. Yet in spite of all the books, journal and seminars available to review, managers often struggle with motivation and see it as something of a mystery to which there is no readily available solution. In part this is because individuals are motivated by different things and in different ways. It is also because these are tough times where the focus is on trimming, watching the bottom line and trying to do more with less. All of this can create insecurity and uncertainty, and lower staff morale. Staff who are on contract and who work on a part time basis can heighten the complication of this situation due to the fact that they can be especially hard to motivate.

With a planned approach to motivation; productivity, quality and service should improve because motivation helps people towards achieving personal and organizational goals.

Here are 6 helpful tips to consider as part of your daily leadership plan:

1) Read what the experts are saying.
Keep yourself motivated. Read a little bit about motivation and morale every day. The more you read, the more it becomes part of your leadership activities.

2)Study your own motivation.
Keep a journal or just spend time reflecting on what factors motivate you. Discover what situations or circumstances have motivated or de-motivated you in the past. Incorporate motivating events into your day so you can model this behaviour to others.

3) Ask what people want most from their jobs.
People may want more status, more pay, better working conditions, and a choice of fringe benefits. Find this out formally in performance appraisals and culture surveys or informally over a coffee break. Ask them what motivates them by questioning what they want most from their jobs. Listen carefully. Sometimes it is the simplest thing that motivates...sometimes it comes from just the asking.

4) Catch them doing something right.
Every day, find someone doing something well and tell them so. Make sure the interest you show is genuine without going overboard or appearing to watch over their shoulders. Make it part of your day to be observant, looking hard to capture people in the act of greatness. Remember, what you look for, you will find. Motivation is best built on strengths and accomplishments.

5) Remove the things that demotivate.
Identify factors that demotivate staff. They may be physical (buildings, equipment), or psychological (boredom, unfairness, barriers to promotion, lack of recognition). Some of them can be dealt with quickly and easily, while others require more planning and time to work through. The fact that you are concerned enough to find out what is wrong and do something about it, is, in itself, motivating.

6)Provide feedback.
Feedback is one of the most valuable elements in the motivation cycle. People need to know how they are doing; good or bad. By giving regular feedback, you demonstrate that you care and send the message that they are important to the ongoing success of the organization. Don't keep staff guessing how their developments, progress and accomplishments are shaping up. Offer comments with accuracy and care in consideration of professional or organizational growth.

For more information on motivating your staff and increasing productivity, please contact Gary Gzik at ggzik@bizxcel.com or 1 866 905-2228 ext 108.