Motivation is the key to success … for us all!


Everyone see’s success differently.. but if you ask me what I consider ‘success’ to be…Theres something success isn’t – is not fame, money or power

Success is waking up in the morning so excited about what you have to do that you literally fly out of the door, loving the people you work with, connecting with the world and making people feel. Finding a way to bind together people who have nothing in common but dreams and aspirations and the same company to work with… and falling asleep at night knowing you did the best job you could.  Success is joy and freedom, friendship and that feeling that you really have made a difference today… You have to be motivated and love what you do to be REALLY successful!

The first step to getting your people to a position where they can achieve their own success… is getting them motivated.

Everybody needs to be motivated, a good motivation scheme at work improves productivity, a good motivator, mentor and developer in your boss can be the only motivation you need to make the difference.  As an addition to your techniques and focus – Incentives, gifts and rewards are not just important but essential to a productive and happy office. but they don’t need to be lavish or expensive. Praise and encouragement and real respect and belief in your staff can be the support that motivates the most!!

The importance of motivating staff cannot be stressed enough, especially in today’s uncertain climate. Recognising and rewarding staff will help them to feel satisfied, happy and included as an essential member of the company.

The following top 10 tips on motivation will hopefully help boost your engagement, focus and business without blowing your budget.

1. Inspire and Kick off with a BANG!  Make sure that your team are aware of the rewards on offer , make sure they are inspiring!  Use staff and sales meetings, team briefings, email and newsletters to promote and explain them. Answer any queries and questions, it means they are interested!

2. Research…Research…Research  Most of all be as creative as possible and remember not everyone is motivated by the same thing! Keep it flexible!! What worked well last year may not work again the second time around. Similarly, what motivates a 23-year-old female may not work for a 56-year-old male. Think about your teams as individuals what do they each need? For bigger business’s think of them in groups of similar individuals, by getting the profiles right and really getting to where their spark is you won’t need to motivate any other way… they will pick up the reigns themselves!

3. Find your own inspiration  There are thousands of potential rewards from gift vouchers to gadgets, or luxury goods to leisure breaks on offer, selecting the right benefits will make or break the effect!  Use your own inspiration, put yourself in your teams shoes, what would motivate you? What would you have liked to have been offered as motivation…  Take the time during the thought process and you’ll come up with something heart-felt something you will champion in your business.

4. Be inclusive  It is no good just offering incentives to the top tiers of the company. Everyone has to be involved! The individuals in your teams lower down the ranking are just as, if not more important to productivity within the business.

5. Big Gestures need not apply… Little and often is key  Giving a one-off bonus will only have a short-term effect. It is far better to offer less more often as it creates continued motivation and keeps everyone going. This goes for annual rewards, however attractive, will still often be seem too far in the distance to incite motivation. Interim rewards work so much better to keep the interest of the individual and are easy to see in the mind as being achievable. The award values need not to be huge, but the motivation value of having frequent winners is amazing and gives you a great opportunity to communicate positives news to the business.

6. Individuals must be able to set their own targets  If you know what you want your achievements to be then you will be able to set the appropriate targets? and if you don’t then the ‘boss’ should be able to assist in finding your motivational point!  then theirs no persuading, if your teams have a hand in setting their own targets they will continue to own their personal targets and objectives is an ongoing challenge. Remember to keep them ‘real’ they will often try to set high target because they ‘feel they can reach them’ the aim is for them to over achieve thus motivate themselves to reach higher targets.  If they fail to reach their first target it will not motivate them to continue being involved! Ownership of the targets in this way is the key to raising levels of motivation to achieve them.

7. Encourage sustained effort from EVERYONE (not just your high flyers!)  Nothing de-motivates a middle ranking performer more than to see a high flyer streaking ahead from the start. However, if everyone starts afresh each quarter, or each month, with plusses and minuses wiped out, everyone has a chance to compete on equal terms.

8. Are your targets really achievable? Targets need to be achievable, It’s no good setting impossible targets – this will make any incentive pointless. Ensure that sales targets are achievable for all, not just by the high fliers. Make it scalable so that it can be used at all levels in the business and individuals picture their achievements easily but ensure it has a threshold level high enough for your high fliers to over achieve!  Your aim is to motivate everyone and get everyone involved! If you low achievers become high achievers, everyone wins!

9. Communicate frequently  Launch your new scheme and keep everyone focused, otherwise the awareness of the rewards and targets fade into normality, people forget, especially if they are not hitting target. There needs to be a constant communication programme that keeps the scheme in mind. Creative messages via a variety of routes from post and e-mail to newsletters should be used to generate excitement, including teasers, league tables and progress charts. 

10. Add an element of surprise  Everybody expects a gift or party for Christmas. How about having a party to celebrate staff? Or giving a gift or additional holiday in the middle of the year? The more unexpected the better!! These unexpected gestures are far more likely to generate motivation, respect and loyalty to the company than rewards that are expected.

So what are you waiting for… Go get inspired and get your teams motivated!!!

If you liked this… that’s superb! if you want to read more Blogs check out our page @HRREV or join us on the HR Revolution 

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