How Managers Keep People Motivated

How Managers Keep People Motivated

 

Money is not always the motivating factor that drives people in the workplace. Many people are motivated by other things such as praise, training and development opportunities, and taking on different responsibilities. Managers need to understand that offering financial incentives is not always the right way to motivate team members. On the contrary, sometimes financial reward systems create the wrong kind of company culture. In part 1 of this blog LEAP’s business advisor Tricia Cunningham explains the benefits of creating a merit-based culture where individuals are motivated by more than just money.

Tricia, how can managers keep team members motivated without financial incentives?
Managers face a difficult task in trying to keep teams motivated. It often feels like there is little they can do to motivate people. There’s a belief that staff only want more money – everything comes back to financial reward. Particularly in organisations where there are middle managers who have authority over financial rewards. But even leaders in organisations, given the times we have experienced, are probably not in a position now where they can randomly grant increases.

Motivation
And of course this raises expectations anyway when wages are increased for individuals. So for multiple reasons financial rewards for employees need to be given serious consideration before any commitment is given.
If a manager links motivation to remuneration, there’s a feeling of helplessness, there’s nothing else the manager can do to motivate staff; that’s a myth. To explode that myth you need to remember that once people’s expectations regarding remuneration are addressed then money is no longer the motivating factor that we think it is. People look for other things to keep themselves motivated and very often those things are within the control of the manager. It’s about a manager shifting his/her thinking; the manager’s thinking needs to be focused on the employee:

1. Do you know the individual? Do you know what they like to do?
2. Do you know what their strengths are, what they’re good at, what they’re capable of doing?
3. Have you aligned their strengths to the results they need to achieve, or the requirements of the business?

Aligning employee strengths with business goals
When you align an employee’s strengths with the business goals and requirements, you’re more likely to have a motivated employee working on your team. Increasing somebody’s application of strengths by 5, 10 or 15 per cent will allow them to enjoy their job more than they currently are. The results will benefit the organisation and the individual. That’s a motivating mechanism within the manager’s control.

So think about the individual, their capabilities, their strengths and think about the results; align them and you will have the individual working towards a common goal that benefits themselves and others. Follow up with employees. Offer them praise when warranted. Remember “thank-you” and “well done” are important to individuals and motivate employees. Discuss obstacles they are encountering and work with them to remove those obstacles. Actively work to involving the employee further in the business. These activities will help you motivate your employees further. They are within your control and require no additional financial investment. They simply require an investment of your time, focus and energy.

 

Interview by Des Kirby
How do you motivate your team members? We welcome your feedback so please leave a comment in the box below. Thanks.

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futureSME

futureSME methodology for managers

 

 

 

 

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Visual strategic management is driving company success

Visual strategic management is driving company success

Visual mapping strategies are at the heart of the business model known as futureSME, a methodology that extracts the best practices and disciplines in strategic management used by successful companies, and applies them to small and medium enterprises. LEAP is the licenced provider of futureSME in Ireland. Here LEAP’s managing director Mike Gaffney reveals why this model is working for business owners.

What is the Management Team Programme?
The Management Team Programme is a government supported business development programme as part of the Action Plan for Jobs, funded through ManagementWorks, to allow companies to focus on both implementing their strategy and developing their management team simultaneously.

Who is the programme for?
It’s for management teams, including the managing director, and as many of the managers that are critical to the decision-making process in the organisation should participate in the programme.

What areas of training and development does the programme focus on?
It focuses on helping companies build the business through a clear strategy, and also to ensure that operationally, the company is being run as a tight ship.

What are the methods used on the programme?
LEAP has been on the go for 14 years and our biggest challenge is finding the methodologies and developing disciplines that companies can work with long after LEAP have moved on. We use visual strategies and visual management tools that are at the cutting edge of strategy development, not just in the multinational sector, but in any sized business that wants to be highly successful and effective.

It’s well documented that we remember 10{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} of what we write. We remember 50{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} of what we see. However, we remember 90{aa1e4c34c9c0f46e0a1f04e30c2eb1b9efaea7a47ed6ca6f324476e114da37f4} of what we interact with. So the use of a visual strategy by key team members who interact, develop and validate the content of that strategy, is 9 times more effective than the normal approach to developing business plans.

Also the extended team in the organisation can clearly see through visual representation, where the business is going and where each of them is having a direct impact in developing the business.

Why should a business consider doing the Management Team Programme?
The simple answer is: “because it works.” Irish businesses are poor at thinking and acting strategically. Whatever chance they have of creating a strategic plan, their execution of it is very poor. The Management Team Programme takes away any requirement to have the expertise in-house in strategic thinking and strategic execution. FutureSME is a visual methodology that if applied, will change the functioning of your organisation, improving it incrementally on a continuous basis.

What feedback have you gotten from participants on the Management Team Programme?
The message is keep going. Keep engaging with our company and doing what you’re doing because it’s working. This programme would normally cost €7200, but with the governments support through the Action Plan for Jobs under ManagementWorks, the cost per participating company is €3500. That’s all in, for as many members of the management team as they require to attend the programme. It’s run in-house and it’s sharp and snappy: 6 workshops, typically delivered over a 12 week period.

Interview by Des Kirby

We appreciate your feedback. If you have any thoughts on the futureSME model, or on this blog, please leave your comment in the box below.

Contact Us
Tel: 091 755736
Email: info@leapleadership.ie