he A - Z Of Effective Motivational Skills

Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. As a manager, you are in a position to increase the motivation of your employees. This basic managerial skill training in motivation will enable you to become a more effective manager for yourself, and for your company. You will learn how to handle motivational problems, which will help you gain 100% effectiveness of your employees. What Should You Expect From This Article As you know, motivation is a complex issue. Many psychologists and researchers spend their entire life investigating people's motivation to perform. Similarly, there are many books currently out in the bookstores promising to give us the secret for "getting others to do what we wish." There are many theories of motivation; and different techniques to solve motivational problems. Rather than attempting to review all these theories, the purpose of this module is to look at six common motivational factors which will make the difference between employees who are motivated and employees who exhibit motivational problems. We will use only as much "theory" as needed to gain basic understanding of each motivational issue. Primarily we will discuss what you can do to solve the motivational problem. Learning Objectives Upon completion, you will be able to: o Recognize what types of employee behavior problems are motivational issues and which are not. o State in simple language what is the real motivational factor behind different types of problems encountered as a manager and what you can do to correct each problem. o Apply appropriate steps or response to resolve the motivational problem. o Motivate average and above average performers to perform even better. Training Format This article is designed to do more than just give you information on motivation. Rather, it is set up to teach you skills which you can apply in your day to day jobs. This will be accomplished by the use of exercises that require your involvement. Active participation will enable you to learn "what to do and how to do it," better than passively sitting back and being an observer. Keep this in mind as we proceed. Manager's Methods Motivate Many management experts agree that the key to employee morale and motivation is the quality of supervision they receive from their supervisor. It is for this reason that most businesses invest much time, energy, and money in the selection of their managers followed by in-depth training. 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The manager is 100% responsible for establishing a motivating climate in which the employee works. The employee is 100% responsible for taking advantage of the motivating climate to perform the best they can perform. Detecting Motivation Problems: Focus On Behavior Motivation is not something that we can directly see. That is the major reason why it is so complex. Instead, we observe a situation and notice that some action, tasks, or behaviors that should have occurred, have not occurred. Frequently, we call this a "motivation problem." Like a detective, we must be aware of clues which hint of a "motivation problem" in an employee. These clues are behaviors. Focusing on behaviors has several advantages: o Behaviors are observable; they require only our attention-not complicated psychological analysis. o Behaviors are objective; they are not easily open for mis-interpretation. o Behaviors are measurable; we can count how many times a certain behavior occurs. o Behaviors are specific and concrete; not abstract like the concept of motivation. Begin by asking yourself, "What is he not doing? What behaviors, actions, or tasks should she be doing?" Be as specific and precise as possible. "He is not doing it the way he is supposed to" or "she is not committed" or "she has a bad attitude" are not specific behaviors. State the problem in terms of behavior. Behaviors That May Indicate A "Motivational Problem" As we have said, instead of focusing on the abstract and complex concept of motivation, go right to the behaviors from which we suspect the "motivation problem." Motivation problems can be suspected from such behaviors as: o Reduced quantity of work output. o Reduced quality of work output. o Extended lunch and break times. o Frequent tardiness. o Frequent absenteeism. Motivation Worksheet 1 - (Take a few minutes to answer these questions.) 1. What behaviors indicate "a bad attitude" or "no commitment" in an employee? 2. Think of a particular unmotivated employee that you currently know or have known in a previous position or job. What specific behaviors did this person exhibit (or not exhibit) that leads you to believe they have a motivation problem? 3. List behaviors that you demonstrate when you are feeling unmotivated to do a task? Selecting "Motivated Employees" It makes our job of motivating employees much easier, when we start with employees who are "highly motivated." In other words, motivation comes easier. when we have the "right person for the job." The "hiring of motivated employees" is a selection decision. Make sure you identify the job-related skills a candidate possesses by thorough questioning. In this way, the job skills an employee possesses can be matched with the job skills required for success on the job. When a match occurs, we can feel confident that the person is the best candidate for the job. In fact, a job candidate that was motivated to learn these key identified job-related skills in the past, will be motivated to use them, and learn additional skills, in the future. All personnel selection decisions are based on the theory that how a person performed in their past job predicts future job performance in a similar job-a job candidate motivated to perform in the past will most likely be motivated to perform in a similar situation in the future. Aim to improve motivation among the workforce by selecting job candidates who demonstrate job-related skills required for success with your company. The selected employee whose job matches their skills will show motivation to do a good job, a greater liking of their job, and a longer stay at their job. Motivation Worksheet 2 - (Take a few minutes to answer these questions.) 1. Think of a position which you manage. Focus on the job, itself. List the job-related skills for this position. In other words, when interviewing to hire a candidate for the job, what skills should the candidate possess to be successful on the job? 2. In an interview, what might a job applicant say or do to indicate high motivation? 3. List two to three questions that would allow you to test their motivation level? Training for Success Training teaches people new skills, new procedures, or new information. It does not directly teach "motivation." However, training accomplishes something more-maybe a little harder to see-but still extremely important. Training can give an employee the ability to be successful. Employees who show signs of lack of ability can be taught how to perform correctly. Ability produces success. Success is a large motivator. Success breeds more success. Success produces pride of accomplishment; it fuels ambition; it increases personal goals; it increases performance. Remember: Training produces successful performance and success motivates. We must look at the problem behavior and decide whether the employee has the ability to do the task. Examine the ability of the employee. Ask yourself: "Does the employee have the knowledge or the skills to complete the task or job successfully?" Consider the following about the employee: o Prior work experience. o Job related skills. o Completed any of your company supported training programs. o Special instruction, coaching, or tutoring. A person with low ability, can be taught, trained, and coached to perform successfully. Once they feel that "good feeling of success" and all that comes with it (pat on the back, acknowledgement, and pay increase), their motivation may increase. Be advised though, that there are two problem situations you can run into. First, some employees may require so much extra training, teaching, coaching, and tutoring before they attain some success that it requires more on your part than you can realistically give. In this case, you might have to realize that the employee "lacks too much" and other action is required. The second problem situation is that some people who receive training and accomplish successful performance may still not show an increase in motivation. This can be due to other reasons which we will soon explore. Training is only one of many factors which play a part in motivating employees. Remember: While training does not guarantee an increase in motivation, it can pave the way for greater motivation. Motivation Worksheet 3 - (Take a few minutes to answer these questions.) 1. List specific behaviors which indicate poor motivation in an employee you manage. 2) Does the employee have the knowledge or skills to complete the tasks or job duties successfully? 3) What training programs currently exist that can teach, train, and coach the employee to perform successfully? 4) What existing employee could you have them work with to improve their performance in weak areas? Motivation Through Communication and Goal Setting Communicating what we expect from our employees and setting appropriate goals for which they should strive plays a big part in their motivation. In order for employees to do a good job, they must know what it is they are expected to do. This direction comes from you, the manager. The manager has the responsibility of telling the employee in specific, concrete words: