Managing change - focusing your attention on motivation

Jane and Bob want their employees and team members to be motivated at all times. However, we often believe the time to motivate is when there is a lack of motivation in an employee or team members. Not so! Jane and Bob need to focus their attention on motivating their team members when they need it most, usually when change is happening.

It's much easier and takes less effort to sustain the desired behavior and performance than to try to create it from the ground up. Intermittent reinforcement is the key for maintaining desired behaviors. Knowing what motivates someone can help Jane and Bob reinforce those behaviors effectively.

Conversely, it takes less time to sustain the desired behavior than to deal with a problem. So, when we say that we "don't have the time" because we're so busy that we're barely treading water, we need to understand that we'll be spending a heck of a lot more time dealing with the problem instead of motivating people to continue to do what you want them to do.

WHAT DOES MOTIVATE YOU, SALLY?

It's important to understand that different factors motivate different people. If Jane and Bob apply the same standard of motivation (like money or time off) to everyone, they'll be off the mark for many people. Hence, Jane and Bob have to find out what motivates each person.

In the "Top 10 Ironies of Employee Motivation Programs" by Bob Nelson, he found that when employees and managers were asked to rank motivators from 1 to 10, employees rated "appreciation for a job well-done" as #1." Managers ranked it as #8. Employees rated "feeling in on things" as #2; managers ranked it as #10.

THE TIMES, THEY ARE A CHANGIN

'During times of change, chaos and confusion rule the day. Keeping people informed and showing your appreciation is vital. Remember, it's not just you working long hours, handling challenges, and feeling overwhelmed. Your team members are, too.

AND MOTIVATING FACTORS CAN CHANGE, TOO

Individuals' motivation changes as their needs change. Don't assume that what motivated a staff member two years ago, or even last year, is the same as what motivates him now. Jane and Bob make it a habit to sit down with each staff member and find out what's important to each.

MOTIVATING THEM TO DRINK THE WATER

When people are motivated, they are more productive and happier, and they'll be less likely to leave your organization. Jane and Bob need to find out what motivates their team members, continue to motivate them using those factors, and they'll see productivity and happy team members, even through change.