HDIAU Breakout 201 - Motivating employees myths and realities
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Transcript of HDIAU Breakout 201 - Motivating employees myths and realities
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Motivating Employees Myths and Realities
Eddie VidalService Desk Manager, UMITAugust 22, 2013
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Now What?
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Motivation
• What gets you up in the morning?
• What keeps you up at night?
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Agenda
• What are others doing to motivate themselves and their employees
• Lessons learned• Successes• Failures
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Definitions
• Motivation– is the driving force by which humans achieve
their goals.– Intrinsic motivation refers to motivation that is
driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure
– Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment
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What Motivates You?
• Career Development/Success
• Comfort/Relaxation• Health/Balance/Energy• Influence/Leadership• Learning/Knowledge/
Discovery• Materials/Possessions• Recognition/Praise• Security/Money/Home
• Social/Affiliation/Popularity/Acceptance
• Status/Prestige/Stand Out/Reputation
• Task Accomplishment/Problem Solving/Achievement
• Teaching/Guiding Others• Vitality/Energy• Others?
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What are you doing to
motivate your
employees?Children
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Motivating your Team
• Thank You cards• Tools/Toys for their
job• Time Off• Rewards and
Recognition Program?
• No Budget , now what?
• Posters
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Solve My Problem
How do I motivate
underachieving employees?
How do I find time to
motivate my team
members?
Champagne Appreciation on a Beer Budget
1 2
3
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Myths/Realities Successes Failures/Demotivators
$100 $100 $100
$300 $300 $300
$500 $500 $500
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Myths/Realities $100
"I can motivate people"Not really -- they have to motivate
themselves. You can't motivate people anymore than you can empower them.
Employees have to motivate and empower themselves. However, you can set up an
environment where they best motivate and empower themselves. The key is knowing how
to set up the environment for each of your employees.
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Myths/Realities $300
"Money is a good motivator"Not really. Certain things like money, a nice
office and job security can help people from becoming less motivated, but they
usually don't help people to become more motivated. A key goal is to understand the
motivations of each of your employees.
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Myths/Realities $500
"Fear is a damn good motivator"
Fear is a great motivator -- for a very short time. That's why a lot of yelling from the boss won't seem to "light a spark under
employees" for a very long time.
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Successes $100
Benefits to the Organization• Increased Performance• Increased focus on Organizational
Objectives• Increased Job Satisfaction• Reduced Cost of Industrial Conflict and
Absenteeism
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Successes $300
• How well do you know your employees?– Family, kids, names– Hobbies– Values– Birthdays– Recognition Publicly or Privately– Career Goals, cover for you when out?
• Share some success stories
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Successes $500
• Do you use metrics to motivate your team?– What metrics do you use?– Did metrics help you motivate your team?– Did metrics de-motivate your team?– Did it improve performance?– Any pitfalls because of competitiveness?– Is quality being addressed?
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Failures $100
• What has your boss done to de-motivate you?
• How do you avoid doing the same thing?• Do you know what actually led to this?• If you see yourself going down this same
path how do you stop?
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Failures $300
Share your biggest failure when leading a team member but more
importantly, what did you learn from it?
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Failures $500
• Goals are de-motivating when they are:– Non-specific and ambiguous– Either impossible or to easy to achieve– Not reviewed or measured– Inflexible in times of change– Imposed without consultation
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Myths or Reality
"I know what motivates me, so I know what motivates my employees"
Not really. Different people are motivated by different things. I may be greatly motivated by earning time away from my job to spend more time my family. You might be motivated much more by recognition of a job well done. People are not motivated by the same things. Again, a key goal is to understand what motivates each
of your employees.
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Myths or Reality
"Increased job satisfaction means increased job performance"
Research shows this isn't necessarily true at all. Increased job satisfaction does not
necessarily mean increased job performance. If the goals of the organization are not aligned with the goals of employees,
then employees aren't effectively working toward the mission of the organization.
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Goals
• Goals are motivating when they are:– Specific– Measurable– Challenging but attainable– Flexible when required– Accepted by the employee
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The New Reality
• Motivation 1.0– Survival
• Motivation 2.0– Carrot and Stick Theory
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The New Reality
• Motivation 3.0– Autonomy
• Independence• 9 to 5 work schedule, really?
– Mastery• Complete Mastery, never reached• Constant learning, opportunities to improve
– Purpose• Vocation/Vacation
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Year is 1996
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Basic Principles to Remember About Motivation
1. Motivating employees starts with motivating yourself
2. Always work to align goals of the organization with goals of employees
3. Key to supporting the motivation of your employees is understanding what motivates each of them
4. Recognize that supporting employee motivation is a process, not a task
5. Support employee motivation by using organizational systems (for example, policies and procedures) -- don't just count on good intentions
Copyright: Carter McNamara, MBA, PhD
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Steps You Can Take to Support the Motivation of Others
1. Briefly write down the motivational factors that sustain you and what you can do to sustain them
2. Make of list of three to five things that motivate each of your employees
3. Work with each employee to ensure their motivational factors are taken into consideration in your reward systems
4. Have one-on-one meetings with each employee5. Cultivate strong skills in delegation6. Reward it when you see it7. Reward it soon after you see it
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7 Tips for Motivating Employees
1. Set a Good Example2. Focus on Employee Happiness Rather Than
Employee Motivating3. Make Sure Employees Share in the
Company’s Success4. Create a Culture of Autonomy and Agency5. Encourage Worker to Voice Complaints6. Take on Volunteer Assignments7. Get in Touch With Your Inner Start-up
Obtained from Inc. Magazine
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Books
• 1001 Ways to Reward your Employees– Bob Nelson
• 1001 Ways to Energize your Employees• Who Moved My Cheese?
– Spencer Johnson & Ken Blanchard• Raving Fans & Gung Ho
– Ken Blanchard• Drive
– Daniel Pink– RSA Animate – Drive:
The surprising truth about what motivates us– TED Talk
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Takeaways
• What can you bring back to your organization and implement in the next 30 days?– Books?– Metrics?– Goals?– Purpose?
• Homework:Ask your employees what motivates them?
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What Motivates Me?
• Service• Uniqueness• Autonomy• Knowledge• Success/Failure
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Purpose
• What gets you up in the morning?• What keeps you up at night?
• If you don’t like one or both of your answers, it opens up a new question:
What are you going to do about it?
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Questions & Discussion• HDI & Fusion Track Chair• HDI & Fusion Conference Speaker• HDI Strategic Advisory Board• President of South Florida HDI Local
Chapter• Published in Support World
Magazine & HDI Connect• HDI Support Center Manager
Certified• ITIL V3 Foundation & OSA Certified• itSMF monthly podcast producer
Manager, Medical IT Service [email protected]
@eddievidal
http://www.linkedin.com/in/eddievidal