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Motivate Your Employees Or Team Members In 10 Easy Ways

Motivate Your Employees Or Team Members In 10 Easy Ways

When it comes to motivating employees, many employers think the only way to do it is by offering more money. Fortunately for your bank balance, that is rarely the case. In fact, according to a recent survey by BNET, now a part of CBSMoneywatch, when asked the question: “What motivates you at work?” Most people responded with something other than money.

“The results showed that doing something meaningful is more important than money or recognition to your employees. Twenty nine percent of respondents said that doing something meaningful was the most motivating thing about work. Money motivated 25 percent, and recognition 17 percent.”

So how can you motivate employees to work better? Try these ideas:

1. Career Path Exploration

You chose your employees because they are great at what they do, but maybe they don’t want to do that forever. Helping your employees grow and expand their responsibilities through additional training opportunities can be very motivating. Let your employees explore their options and find their own path. Maybe they really enjoy their job but want to be better at it — or maybe they’d like to try something different. Job shadow opportunities and classes can be very motivational and help your employees think they’re “getting somewhere.”

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2. Honor Their Personal Lives

Maybe you don’t want to know about your employees’ personal lives but honor the fact that they have one. If you know a mother has a child to pick up from school at the same time everyday and it’s not critical that she sit at her desk during that time, respect that and give her the chance to be there for her child too. If you know she’s a good employee and loves her job, she’ll love it even more if you let her come in early or work from home in the evenings so that she can do the things she needs to do for her children in the afternoon. Doing this will make her a loyal employee who values the work she does for you because you value how she divides her time.

3. Do Unto Others

This is the basic Golden Rule: “Do unto others as you would have them do unto you.” How were you treated when you were an employee and not the president of the company or the owner? Was it bad? Do you wish it had been better? Was it good? Treat your employees as you wish to be treated and you will see the respect flow both ways.

4. Say Thank You

Whether you want to throw an employee recognition party or just pull someone into your office to express your gratitude, saying “thank you” is the single most important and motivating thing you can do for any employee. Write a quick note or an email. Let them know you are paying attention and appreciate the work they do. It takes less than 5 minutes and it can truly make someone’s day.

5. Hold Social Gatherings

Beyond the standard holiday party, try and hold social events for your employees. While everyone has a life outside the office, let’s face it, when you spend eight or 10 hours a day with the same people, you get to know them pretty well. It’s only natural that employees would want to hang out with each other after work. Have a volleyball tournament. Host a cookout. Go to the lake and have a campfire. Invite families. Make your work life a part of an overall “family-like” structure at work.

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6. Give Time Off

Nothing is less motivating than hearing “you don’t have days left in your schedule” when you need a day off. No matter what it’s for, allow your employees to make the call when it comes to taking a day off. According to Bloomberg Businessweek:

“Highly educated employees given autonomy over their own schedules end up working harder because they want to prove who can put in the most time at the office, University of Pennsylvania professor Alexandra Michel found (PDF) after spending 12 years studying the work habits of young executives at two large investment banks. Bankers, software engineers, and lawyers—so-called knowledge-based workers—often work more than 100 hours per week to the detriment of their health, even when nothing urgent demands their attention, she says.

“When employees feel they are required to work more, it motivates them to work less. When given more power to set their own pace, young bankers choose to work longer hours, take less vacation time, and sacrifice personal needs, Michel said in a study published in the summer issue of The Sociological Quarterly. Quoting one of her study subjects, Michel wrote: “When someone left before midnight, you’d hear comments like ‘half a day today?’”

7. Face Time

Kevin Plank, the founder of Under Armour, says, “When we had fewer than 25 employees, I brought the entire team together at least once a week. We’d talk about a lot of things, including major decisions that were on the table. I listened to everyone’s opinions, and, without fail, they’d bring up things I hadn’t thought of. More important, my team members knew that they were part of the process and that their voices mattered. Employees are more motivated when they feel needed, appreciated, and valued.”

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Bring employees into the room. Ask their opinions. Implement their ideas. It’s motivating to think you have some say in what goes on in your business.

8. Research and Development

Foster creativity and innovation by asking your employees to spend a percentage of each workweek exploring new things and brainstorming new ideas. Some days this might be just surfing the Internet, exploring a half-baked idea but other days could see an employee building a scale model of a new design for the whozit that might be the “next big thing.” Some days this kind of exploration might not go anywhere but other days it could mean the start of something big.

9. Don’t Micromanage

Chances are, unless they’re new to the job, your employee knows how to do the work your asking them to do. Nothing is less motivating than being supervised every step of the way — especially if it’s a task you’ve done a thousand times before. Let go. Let your employees do their work. If a mistake happens, allow your employee to take responsibility and fix it if they can. Think how much time this will free up for you too!

10. Hire “Engines.”

Kevin Plank likes to hire leaders. He calls them engines and they motivate other employees.

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“At Under Armour, I call them engines, and I place them strategically around the organization. Look for people who aren’t afraid to make the big, tough, decisions — people who want pressure and responsibility. They are innately passionate and inspired, and they make other people want to work hard for them. When you find people with these characteristics, use them wisely. They’ll certainly make your job easier, especially when it comes to keeping the rest of your team motivated.”

It’s important, especially in a large organization, to have those people who can help make things work. Motivate these people by letting them know how valuable they are.

Featured photo credit: NBC via i.huffpost.com

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Michelle Kennedy Hogan

Michelle is an explorer, editor, author of 15 books, and mom of eight.

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Last Updated on June 5, 2020

10 Huge Differences Between a Boss And a Leader

10 Huge Differences Between a Boss And a Leader

When you try to think of a leader at your place of work, you might think of your boss — you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’s main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders Are Compassionate; Bosses Are Cold

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest, and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders Say “We”; Bosses Say “I”

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern-day workplace.

3. Leaders Invest in People; Bosses Use People

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others and note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. People Respect Leaders; People Fear Bosses

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders Give Credit Where It’s Due; Bosses Only Take Credit

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders See Delegation as Their Best Friend; Bosses See It as an Enemy

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust, and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called the self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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You can learn more about how to delegate in my other article: How to Delegate Work (the Definitive Guide for Successful Leaders).

7. Leaders Work Hard; Bosses Let Others Do the Work

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the most difficult tasks when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go,” a.k.a accomplish a difficult task alone, change your phrasing to “let’s go,” showing that you are totally willing to help and support them.

8. Leaders Think Long-Term; Bosses Think Short-Term

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders Are Like Colleagues; Bosses Are Just Bosses

Another word for a colleague is a collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

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As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders Put People First; Bosses Put Results First

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook, even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Final Thoughts

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

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Featured photo credit: Brooke Lark via unsplash.com

Reference

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