There are many ways to motivate or de-motivate yourself or your employees. You could look at the motivation perspective from an individual or from a whole groups point of view. I will give examples of both by showing charts, lists, and other information that will tell you how to set goals for motivating yourself and your company”s employees. Motivating yourself is the first step you need to take.
Everyone has different things that motivate them. This needs to be kept in mind when thinking about how to motivate others or when trying to come up with situations that will motivate others. Things that motivate you may or may not motivate another person. For instance people like knowing what is expected of them everyday, so try to apply it to your employees, but don”t force what motivates you on them.
The next thing you can do is create a motivation file. This is for people that are critics or a creative leader. “A creative leader goes to the same conference as ordinary people, but in the first hour sees twenty ways the registration could have been done better, the speaker could have presented more effectively, or the doughnuts could have been distributed more efficiently.”(1) Being this way can be a de-motivator if you don”t know how to handle it. Because “Criticism is de-motivating. A habit of criticism will create a leak in a leader”s motivation reservoir”(1) This will soon turn into all criticism and no motivation. The motivation you have personally has all gone away.
Creating a motivation file will help combat this tendency. “Each time you see another person – a pastor, denominational leader, educator, missionary, anyone – doing something dumb or omitting something important write it down starting with ‘I would.””(1) Put yourself in their shoes and say ‘I would do this better” and then write what ever comes to your mind down. You have now helped yourself and created a motivation file. “You have “shifted from outward-directed criticism about things you can”t change, to inward-directed ideas where you might do something some day.”(1) This is why you create your motivational file.
Reasons for using a motivation file:
1) Having a motivation file can help you get a job.
As many times you have said to yourself this is what I would do you finally get confident. So when you are on your next job interview you can share with the boss some of your ideas.
2) Your friend gets one of your “Motivation File” jobs.
An employee comes to you with a problem on getting motivated for a job. You can pull out your file and be able to give them a answer that you are confident with.
3) It can help you hire a new staff member.
You are asked to hire a motivational speaker for your employees that you manage. You are prepared to ask the right questions that you think should be covered in the interview.
4) Someone else comes to ask you for advice.
The things they ask might not be in your motivational file but you can improvise. This will help your friend or family member out and ad a new subject on to your motivation file.
If you create a motivation file in your head you will benefit yourself. This way is not as effective, but you will redirect some of that negative criticism into personal motivation that you can later use.
De-motivators are all throughout the work force. If you have a good idea on what some of these things might be, then you can start to eliminate them. The first thing you need to do is ask your employees what they would change in the organization to help better motivate them. The second thing you need to do is look at your employees as human beings. You must remember that they also want to succeed and strive for improvement in their field. Here is a list of de-motivators that might be within your organization.
1) Create an atmosphere full of company politics.
2) Develop unclear expectations regarding your employees’ performance.
3) Create many unnecessary rules for employees to follow.
4) Plan unproductive meetings for employees to attend.
5) Promote internal competition between employees.
6) Withhold information critical for employees to perform their work.
7) Provide criticism instead of constructive comments.
8) Tolerate poor performance so your high performing employees feel taken advantage of.(2)
After you have focused on identifying these problems then you need to change the organization around into a positive work environment. Remember that (a negative manager motivates employees by appealing to their fear, and a positive manager motivates employees by tapping into their potential.) (3) Here is a list of things that you can change in your organization to better motivate your employees.
1) If your employees do routine work, add some fun and variety to their routine.
2) Provide employees with input and choice in how they do their work.
3) Encourage responsibility and leadership opportunities within your company.
4) Promote social interaction and teamwork between employees.
5) Tolerate learning errors by avoiding harsh criticism.
7) Develop goals and challenges for all employees.
9) Make appreciation part of your repertoire.
10) Develop measurement that shows performance increase.(2)
Motivation is hard to come by if you company climate is bad. Think back when someone, a teacher, a parent, and a minister, so on motivated you. They made you feel that you were doing something important and you wanted to succeed in whatever you were doing. Throughout that you had positive thoughts. This is one of the six things you need to have to get a positive climate that will motivate your employees. When ever you are trying to create a motivational climate keep these six things in mind.
When you attain your goals, attain your goals, advertise your success. Thank individuals for the success of the group.
Smile. Your enjoyment will be contagious. Demonstrate your pleasure when people and the team succeed. Build in enjoyable, social, activities so everyone enjoys themselves having coffee or lunch together.
Ask people for their opinions. Listen intently to what they say. Consider their thoughts carefully. Give credit when you see somebody”s idea.
Set clear, reasonable goals with the group. Make certain that stakeholders help set goals and agree to them. When you attain your goals, advertise your success. Thank individuals for contributing to the group.
Identify how you can personally gain from an activity. Set this as a goal. Keep it in your mind. Identify your success. If you don”t succeed, identify why – so you will know what to do to succeed next time.
Plan your messages. Take time to ensure you are communicating clearly. Check with others to ensure they understand.(4)
Another way to motivate employees is to give them inspiration. Make them feel like they are there own bosses. You as the supervisor can use these five things to inspire and motivate your employees to succeed with in their own company.
1) Seeking and Using Employee”s ideas:
To feel … a part of the … business and to be give an incentive, each employee must understand that he is free to contribute ideas. Management must encourage employee ideas and provide the necessary mechanism for obtaining them. (5)
Successful managers create good attitudes by keeping employees well informed of business affairs through bulletin board, employee newsletter, or individual notices, and staff meetings.
3) Expressing personal interest in employees:
Managers should be able to privately sit down with employees to discuss both business and personal matters.
Managers should show appreciation by complimenting the employee for work done well.
The supervisor provides the link between management and subordinates. He is the spokesman for his workers, which entails motivating and informing employees of responsibilities.
Throughout this paper a motivation file has been talked about that can help benefit yourself. Things that de-motivate your employees were also listed which don”t need to go unrecognized. Also things that increase the motivation in your employees and will help in their insinuative to work and succeed throughout the company.
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