Motivating Others

A client asked me recently how to motivate an employee who was not living up to his potential. The employee had the qualities my client was looking for in a project leader but the person just wanted to stay a programmer.

My answer was and is that people are self-motivated. It is an interesting paradox that as a parent, manager, supervisor or owner you can stifle motivation but you can not create it. If you can find out what motivates the individual internally and can offer them something that strikes a cord with their internal motivation they will be motivated.

If a person has been motivated in the past but is not now, something may be going on in the environment or at home which is stifling the person’s motivation. Have a frank discussion with the person describing what you have observed. Be prepared to accept the fact that it may be something in your management style that is causing the problem. If you can change, remove or help the person to overcome the de-motivating condition there is a high probability the person will become re-motivated.

There are two basic motivations that companies have used for years; fear of loss or desire for gain. Commonly called the stick and carrot approach to motivation. The problem is that each individual’s definition of loss and gain is different.

The desire for gain is relative to the persons needs, values and personal life vision. What may be of high value to one person could be another person’s nightmare. We can never assume that others are motivated by the same things we are.

For example; to put a person who has a high need for security, consistency, and predictability, into a risk taking job that requires flexibility, independent thinking and quick competent decisions would make that person miserable.

Some people are motivated by competition. Others are turned off by competition and only work at their best in a cooperative, team-oriented environment.

So the question becomes, how to discover what motivates a particular person? Or more importantly, how to select people who will be naturally motivated by what the environment and job offer?

VISION/VALUES MOTIVATION: People want and need to be inspired. So develop a simple vision/mission statement for your company, project, or relationship. If your vision/mission is in alignment with their values and personal vision they will be excited to have a chance to work with you and your organization. People like to know that they are contributing to something worthwhile that is bigger than themselves. If they can imagine the possibility of achieving a valued vision, with a team of like-minded people they will be inspired and motivated.

Questions you can ask to help uncover personal vision & values.

* If you could solve a world problem what would it be?
* What do you think or feel might be your life purpose?
* If money or education were no obstacle what would you most like to
accomplish in your life?
* What three qualities do you value most highly in any relationship and why?
* At your funeral what would you most like to have people say about you?

NEEDS MOTIVATION: Needs by definition are not optional. People will get their needs met one way or an-other. A universal need is acknowledgment and attention. If a person cannot get acknowledgment and attention through good behavior they will they will engage in disruptive behavior.

Needs are subtle and unique to the individual. Over 250 human needs have been identified. If a person needs attention, how much and what kind of attention do they need, to feel satisfied, valued and motivated? Only they can tell you.

Questions you can ask to help uncover a persons needs.

* Tell me about the most satisfying experience or job you have ever had and what it was that gave you satisfaction.
* At your best ever Job what specifically turned you on and got you excited about coming to work everyday?
* Think about the worst job or boss you ever had and what specifically made it so unpleasant?
* What are the three most important conditions at work that you need to work at your best?
* What are your career goals?
* What would you like to be doing two years from now?
* What do you think are the greatest talents and assets that you bring to this position?
* We all have weak areas or abilities and skills that need to be developed, what are yours?

If you are an employer, go through the above questions and make notes as to what kind of answers you would expect to hear if the persons values, vision and needs were in alignment with what you and your organization have to offer and need. What other questions might you ask to get greater insight into the person?

If you were looking for a job, how would you answer these question? What would you look and listen for to see if the job is right for you? What questions about management style and environment would you want to ask? What are your needs, values and vision? How much of them need to be met on the job and how many of them can be met in other areas of your life?

We all spend a huge amount of time and energy at work. Listen to your heart and intuition. Intelligently consider what it will take to make this the best learning, living, and growing experience for you and all concerned.

For more personal insight see the self assessment: "What Fuels You?"