How to Motivate Staff in Three Smart Steps

According to J. Paul Getty, an employer “generally gets the employees he deserves”. If you cast your eyes over your workforce and see a lacklustre, unmotivated, and, above all, unsuccessful staff, ask yourself this; what sort of staff do you deserve? There’s always an explanation for poor performance, and you could be as much a part of the problem as you are the solution. If your team needs a little motivation its time to start closer to home; what can you do to improve morale? It’s up to you to get the most out of your business and those that work for you.

Step One: Lead

Great, that sounds simple enough; after all, you’re the boss. Leading is about so much more than telling people what to do, though. Lead by example, build a bigger picture that your staff can relate to, create a team rather than a group of individuals, and allow each person to connect to your vision. A good leader has the ability to emphasise the importance of procedure and, above all, help each member of their team to feel a part of something. Whether you’re holding team meetings, giving briefs, or conducting individual interviews, its imperative that you give every member of staff an insight into what you expect from them. Being a good leader is also about recognising your employees’ motivators.  What excites them? What parts of the job matter the most to them? Mutual understanding, after all, is an amazing motivator.

Step Two: Positive reinforcements and praise

As with most aspects of life the best results in business happen when there is something in sight, be it a final goal, a prize, or the expectation of praise. If you’d like to motivate your staff to perform at its best tell, or show, them what awaits each member upon a successful sales quarter, for example. It’s also helpful if you can find, and present, the positives in every meeting. Whether performance is poor, adequate, improvable, or faultless, each member of your team will be inspired by success to do better and push further. Reward successes. Choose to award physical prizes, create a leader board, or recognise a job well done with a word of praise. Whatever you decide, it is so important to acknowledge every battle that’s won. Your team may work for you regardless of your company’s performance, but productivity can always be increased with incentive.

Step Three: Communication and clarity

Whether you’re leading a boardroom meeting or bestowing praise you must communicate clearly, and with purpose. Your team is far more likely to succeed if it knows what is happening within the company, understands what is expected, and feels trusted, and respected at every level. A good manager is firm and direct, yet approachable, and knows how mutual understanding is created and maintained. Directions, praise, and criticism must be delivered in an appropriate manner. A team that feels understood, and has understanding in turn, will work its hardest for you. Effective communication is a two-way task, after all. Be prepared to share your ideas with your employees, share your hopes and goals, and connect with every member of staff to work through issues. In short, communication is key.

Nowadays it isn’t enough to manage a team; leadership is key. You should lead your employees, and instill in them the motivation they need to get the job done. Set clear goals, communicate, and provide praise and positive reinforcement, as well as being prepared to lead by example. Only then will you see a real difference, and become the proud manager of a productive, and happy, workforce.