Workplace Motivation for Leaders

I recently heard a story about a certain manager who argued that his role had nothing to do with motivating people.  Workplace motivation, he said, was the job of the Human Resources department!  

I know you won’t be surprised to hear that I disagree.  What’s more, workplace motivation is one of the significant issues raised by many good managers, business owners and team leaders today. 

Leading a motivated team is not only more productive, you will find it much more enjoyable and rewarding too.  Poorly motivated employees rarely function well as a team, and typically generate more stress for you than they do results.  So good leaders consider the impact of their actions on workplace motivation carefully. No one wants a demotivated workplace producing barely adequate outcomes and a stressful situation.  

Here are three simple yet effective ways you can boost workplace motivation and morale: 

1. Offer a Reward

Rewards are motivating.  And although money is one type of reward, it is far from the only reward you can use. Frequently it’s not even the best reward to offer.  Exactly what rewards are most appropriate will vary from person to person and according your particular situation, but here are some ideas to consider.  

For many people coaching them to develop new and better skills is a powerful and motivating reward. Encouragement, recognition, more trust or a promotion or new work title may be motivating to some of your people.  Likewise, for some more overtime, less travel, a special project or development opportunity or flexible work hours may help boost workplace motivation.  Once you start to think about it, and get to know your people well enough to know what they would appreciate, you will be able to think of a whole range of motivating rewards that are appropriate in your situation.  

2. Listen to People

Everyone likes to feel that their input and opinion is valued, respected and considered.  It takes only a moment – and an open attitude – to welcome input from each individual on your team. 

Ask for their views and input.  Be genuinely willing to listen to people and you will see an amazing response from previously demotivated staff.

3. Lighten up a Little

Motivated employees enjoy their work.  Numerous studies have shown that people work harder, not less, when the workplace is a fun, happy and enjoyable place.  

As leader, you get to set the tone for a happy workplace.  Take a moment to smile at people and ask after their family, hobbies or interests.  Encourage some team social activities.  Take the team out for coffee or bring in a cake to celebrate an achievement.  

We spend many hours each day in the workplace.  Part of your role as the leader is to ensure your team are motivated to actually be there and contribute fully to reaching your team goals.  

Believe me, everything will be easier for you as the leader if people enjoy actually being there, rather than dread coming to work each day.  

Good leaders accept responsibility for workplace motivation and do what they can to foster it. When you apply these three simple concepts in your workplace you will quickly build a motivated, committed and successful workforce – and a pleasant place to work.

For more ways to improve employee performance and boost workplace motivation check out this powerful tool:http://leadershipskillcenter.com/workplace-motivation/ from Kerrie Mullins-Gunst. Kerrie specialises in helping leaders and managers develop all the skills they need to mentor, manage and lead. 

Change by choice, chance or crisis?

As the story goes, some people make things happen, some have things happen to them and others just say ‘What happened?’.

But when things happen, changes follow. There are probably three main drivers behind most of the changes we face in business, and in much of life: Choice, Chance and Crisis.

Choice: Some people and organisations choose to change in a way and at a time of their own making. These people or organisations have prepared for the change, explored all their options and probably even created the climate in which their intended change is most likely to be successful. They choose to change.

Chance: For others, luck has more to do with their decision to change something. Perhaps an unusual event, a chance meeting, or a decision by someone else, created the circumstances which encouraged a change. An opportunity has fallen in their lap, but at least they recognised it and capitalised on it.

Crisis: For a third group, impending crisis is the only thing which will cause any change. Their experience of change is rarely good because of their reluctance to recognise risks or opportunities early enough to prepare and make the best of a situation. By the time this group considers change, they have little choice and few options.

Think about whether you tend to change through choice, chance or crisis. Are you waiting for a crisis before you make inevitable changes? Are you actively looking for opportunities? Are you exploring all your options, and planning and preparing to change by choice?

As Louise L Hay said: “Change is usually what we want the other person to do.”

Change Quick Tips

Practise ‘change by choice’ on some of the small things in your life. Choose something different for breakfast, travel to work a different way, or listen to another style of music for a week.

Think about how you felt when you chose to change. Were you more willing to experiment? Did you put some effort into making the right choice? Did it help to know you could always choose to change again?

Make some serious changes. Think about what you are just tolerating in your life. What planning and preparation can you make to help you change successfully?

Growing Great New Managers – and Successful Consultants!

This month you helped me reach another important milestone that I almost overlooked… Thanks to your enthusiasm and support I have now been consulting, coaching and presenting for 16 years. So, to celebrate I have a special gift that will help you ‘Grow Great New Managers’.  You’ll find it at the end of this message.  

Over my years as a consultant some of you have entrusted me with your whole business development strategy or leadership development programs.  

Some of you have bought programs or courses from me or attended my seminars or conference presentations.

Some of you have asked me to build your websites, online strategy or membership programs.  

Many of you refer other people who can benefit from my services or coaching and all of you read my newsletter.  

However we have connected, I want to take this opportunity to say thank you.  Your support – and your referrals – are very important to me and I appreciate them.  

One of the questions I have often been asked over the past 16 years is about how to set up a successful consulting business.  

It’s a question that seems to be even more pressing for many in this economic climate.  If consulting is something that might interest you, you should check out a new training program I can highly recommend.  

Even after all these years consulting I have learnt a lot from it.  It’s something I wish I had when I first started out as a consultant.  You can find the details at http://kerriemg.com/likes/consulting  (That’s a private invitation I have arranged for you.  It’s not generally available at the moment.)  

And finally, to show my appreciation of your support over the years please accept a copy of ‘Growing Great New Managers’ which I have left for you at:  

http://leadershipskillcenter.com/thankyou/ 

Watch out for another message soon. 

I look forward to continuing to help you with your leadership, business and website needs for many years to come.  

Kind regards, Kerrie

PS.  That link again for ‘Growing Great New Managers’ is:  

http://leadershipskillcenter.com/thankyou/