“Power isn’t control at all—power is strength, and giving that strength to others… a leader is someone willing to give … strength to others that they may have the strength to stand on their own.” ~ Beth Revis, Across the Universe
Imagine you go to work everyday in a place where your leaders rarely turn up on time, fail to respond to emails or instant messages quickly, fail to listen and speak over you when you try to talk, and ignore any suggestions you make. They also take credit for all your work; rarely give praise or give it grudgingly; and gleefully throw you under the bus when a problem occurs. Oh—and they also lose their tempers loudly and often.
Sounds like a nightmare, right? How would you feel about going to work every day? How productive would you be?
We’ve been talking a lot these past few months about motivation, including getting ourselves motivated. One of our roles as a colleague—whether we’re officially in a leadership role or not—is to help inspire the people around us. If we seem angry all the time, don’t listen, or don’t seem to care, our less-than-stellar behavior affects those around us.
Alternatively, if we follow these three basic principles, we can spark positive emotions—the root of motivation—from our colleagues:
1) Appreciate others. For example, say thank you for help, give honest praise when others do something well, and call out good practices with encouraging, meaningful feedback.
2) Involve others. When appropriate, ask for feedback from your colleagues on decisions and processes that affect them. If you can’t involve them in specific decisions, at least share key information when you can to help build a sense of community through communication.
3) Be aware of others’ situations. Demonstrate concern for life events and interest in their personal activities, and offer appropriate encouragement or support.
Managers can also help create a motivational environment by:
• Scheduling one-on-one meetings with employees. These meetings establish lines of communication, offer opportunities to align professional goals with your company’s operational realities, and signal your willingness to develop a genuine relationship with employees. You can also explore your colleagues’ aspirations and interests, which may help you provide new learning opportunities.
• Asking what your employees need to do their best work. By listening and then acting on their feedback, you signal willingness to provide needed resources to help employees move from good to exceptional. This response builds trust and motivates. Even small changes can become significant drivers for productivity and satisfaction!
• Help everyone find purpose in their work by showing how what they do affects your company’s overall success. A small task becomes more meaningful when we understand its positive effect on our colleagues and customers. Celebrating a job well done fosters pride in your work—as well as loyalty and commitment.
• Recognizing good work and giving praise. Some people prefer public recognition, while others just need a quiet job well done, and it’s important to know who needs what. Even more important, though, is making sure recognition happens. We can’t always give raises or other tangible incentives, but a heartfelt thank you can fulfill our need to be seen and appreciated for what we do.
• Delegating responsibility and sharing decision-making power. When your employees feel like colleagues with the ability to influence the organizational environment, they become more committed to getting the job done right. Show them you believe in their potential by guiding them when needed but fostering autonomy as much as you can.
Most of us don’t experience the nightmare scenario of a joyless, praiseless, demotivated work environment—but we can always do more to cheer one another on. How will you increase motivation in your environment?
Want to find out more about leadership? Check out our Leadership Resources.