Want Motivated Employees? Start by Doing These 6 Things

I watched a TV series where an alpha male father was annoyed by his 20-year-old son. The father felt the son was “unmotivated” because he was emotionally healthy enough to party with friends but not enough to work. But the father got it wrong. His son was motivated, just not motivated to do what his dad wanted! Most people are motivated towards something – gaming, travel, watching football, exercise, shopping, studying, etc. They just may not be motivated to do what you want them to do when you want them to do it. In our consulting, we often hear this from leaders and owners: “Where can I find ambitious employees?” and “Why are some of my people not motivated?” If you want motivated team members, start by doing these six things.

1. Recruit people who already reflect the level of motivation you want.

At my local grocery store, there is an employee, about 70 years old, who collects the shopping carts. Rain, snow, night, and day, he is collecting those carts with a smile, always saying hello to every person who walks by. He is a motivated guy! It is far easier to hire people whose motivations align with yours than it is to motivate them after they are hired. If you want someone who shows initiative without being asked, look for that in your search and screening process. If you want someone willing to put extra time in when the task necessitates it, look for it. Resumes can sometimes reveal something about a person’s motivation, but nothing is better than an honest conversation with a reference who already knows the candidate.

2. Model the motivation you want to see.

We are often motivated by what we see in those around us. If I want to lose a few pounds and someone around me has worked to lose weight, I may be more inclined to put down my Peanut M&M’s. Sometimes, leaders need to look in the mirror and see if they inspire others towards hard work or if they are like the out-of-shape fan sitting in the stands and yelling instructions at the professional athlete. We often get back from others what we model for them.

3. Give them a vision that is worthy of pursuit and sacrifice.

What causes an eighteen-year-old named Donald Stratton to voluntarily enlist in the Navy during a heightened time of war just before the US entered WWII? And then what causes him to re-enlist after having his ship blown up at Pearl Harbor, suffering burns over a large percentage of his body, and watching many of his friends die? For Donald, it was the compelling vision that his country and his friends in the Navy needed him. A compelling vision is a powerful motivator, especially when shared through memorable stories. Storytelling can motivate people to take action.

4. Help others to see how their role matters in the bigger picture.

When President Kennedy visited the NASA Space Center in 1962, he saw a janitor with a broom and asked him what he was doing. The man responded, “I’m helping put a man on the moon, Mr. President.” Many employees do small tasks where they cannot see any connection to something greater than the task itself. Picture the person in a hospital who changes the sheets or the person in a fast-food restaurant who cleans the kitchen. These roles may seem insignificant, but they are a part of creating a customer experience that is positive and memorable.

5. Give employees challenges that will stretch them.

Over the past 40 years, we have increasingly grown accustomed to removing challenges and making life a bit too safe and easy. But we grow when we are stretched beyond our comfort zone. In professions like aviation, the military, and medicine, we give young people training and then the opportunity to practice and grow to manage serious responsibilities. For example, a 23-year-old can fly a commercial jet with a few hundred passengers. But in other careers, we hold them back from acquiring greater responsibilities because they are “too young.” As leaders and managers, we may be contributing to the lack of motivation in our team members by not giving them increasing opportunities that challenge them and keep them engaged.

6. Create a culture that is attractive for ambitious people.

A culture that is attractive – one that is inspiring and where relational connection and opinions are valued – is more likely to attract and retain motivated employees. I was recently at the dentist and marveled (not a word often associated with a visit to the dentist) at the level of positivity, excellence, mutual respect, and overall fun that was present. Such a culture is more likely to attract and retain great people because this is the type of environment that motivated people seek. And those who are already part of a positive culture will work hard to weed out the duds who may harm such an attractive team environment.

Contact us to learn how our coaches can help you sharpen your leadership skills, including how you can inspire motivation in your team.

Jay Desko is the President & CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.