The Top 9 Things That Ultimately Motivate Employees to Achieve
When you wake up in the morning, what is the passion that fuels you to start your day? Are you living this in your work? If others asked you what drives you to achieve, would the answer be obvious? The triggers that motivate people to achieve are unique for everyone. Many would say its money; more people are starting to claim that they are driven to make a difference. Regardless of what motivates you and drives you to reach peak performance – it must be managed and balanced. Too much motivation in one area will weaken other parts of your game.
Motivation has been studied for decades and leaders in
the workplace have used assessments like DISC and Myers-Briggs to determine
their employee’s personality types to better anticipate behaviors and
tendencies. Additionally, motivational books are
used as tools to get employees to increase their performance and / or get them
back on track. While assessments, books and other tools can
help project and inspire short and long performance, the factors that
motivate employees to achieve evolve as they mature and begin to truly
understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that
matter with our employees. This allows us to better understand those we are
serving, just as much as ourselves.
To help you get the most from your employee
relationships, here are the nine (9) things that ultimately motivate employees
to achieve. As you read this, think of how you associate with
each of them. Share your story and perspectives – and comment about
it. This is a hot topic and the more we can discuss it, we can help one
another become better leaders.
1. Trustworthy Leadership
Leaders that have your back and that are
looking out for your best interests – will win the trust of their employees who
in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in
communicating his performance expectations and his feedback was
direct. He never treated me like a subordinate and looked for ways to
include me in senior management meetings. This opened my eyes to what
lied ahead in my career and thus motivated me to reach the next level and in
the process exceed the expectations of my boss.
Trust is a powerful motivational tool and those leaders
that are more transparent with their employees will find surprising results and
new types of opportunities to develop
talent.
2. Being
Relevant
In today’s world
where everyone wants to be noticed and recognized for their work – employees
are motivated to achieve to remain relevant. As such, employees are
in search of new ways to learn, improve their skills and invest in
themselves. This is an opportunity for leaders to get involved and
understand how to build the depth and breadth of their employee’s skill sets
and aptitudes. For example, find ways to elevate your employees’ high-potential
status.
Helping employees
increase their relevancy is important and those leaders that participate in
this process will help cultivate increased performance levels and
loyalty. Helping your employees get discovered will elevate their
motivation to achieve.
3. Proving
Others Wrong
This particular motivation to achieve has been heighten
as of late from younger professionals that seek to prove themselves faster
amongst older generations in the workplace. Employees never want to
be stereotyped or marginalized, but for many younger professionals this serves as the
trigger to awaken them from within. This certainly is not a generational
issue as many of us have been questioned about our ability to achieve at a
high-level. I learned this the hard way throughout my career.
For example, as a former C-level executive (in my early 30’s) and
later as a successful entrepreneur – people begin to envy and / or doubt me thus igniting my
hunger and drive to over achieve.
As a leader, don’t
just read the assessment scores, get to know those whom you are leading and be
specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to
accomplish this each of you must identify those things that motivate you both
to work together.
As a leader,
encourage your employees to exceed expectations by taking responsible
risks. Embrace diverse thinking and measure one’s ability to
innovate. Never underestimate an employee’s ability to perform until you
have properly evaluated and tested their abilities and potential.
4. Career Advancement
Perhaps the most
important factor on this list is the ability to advance. Employees
are extremely motivated to achieve if this means that advancement awaits
them. This requires employees to be mindful of opportunities that
lie around, beneath and beyond what they seek. As leaders, you will
sustain high levels of motivation from your employees if you can open doors of
opportunity and accelerate their chances for advancement. Remember, just
because your employees may be relevant, it doesn’t guarantee advancement.
So make it a point to help them get there.
How proficient are you at seeing and seizing
opportunity? If you haven’t taken my assessment, I suggest that you do (click here).
Over 200,000 people have taken it and less than 1% of them have ever scored over
35.
5. No
Regrets
People only have a few real chances in their careers to reach
their ultimate goals. In fact, how many times do you meet people
that are more successful than you are and you wonder how they got
there. People don’t want to live with any regrets in their
career/life and thus are motivated to not disappoint themselves.
As a leader, don’t allow your employees to walk around
carrying a load of guilt. Share your journey with them – your failures
and successes. An employee that doesn’t believe will never
achieve. Help your employees embrace the unexpected and help
them navigate uncertainty and change. Many people are confused in
today’s workplace about their future. Motivate them by giving them the
perspectives they need to achieve.
6. Stable
Future
People are
motivated to have safety and security. Everyone wants a stable future,
but you never know when time will pass you by. That’s why we are all in a
race against time and thus motivated to achieve faster than ever
before. We have all learned from the 2008 economic collapse that we
can all quickly become victims of unexpected change without preparation.
As a leader, be mindful of providing security and
stability in how you lead your employees – and watch their motivational levels
rise.
7. Self-Indulgence
This factor is
quite interesting and extremely important to put into proper perspective.
People are motivated for selfish reasons to achieve – albeit money, attention,
fame, etc. Must we be reminded that greed and selfishness
contributed greatly to America’s current economic hardship?
Motivation that satisfies our self-indulgence is can also be
risky. In reminds me of a great quote from
Peter Drucker in his book, “The Effective Executive” when he says that every
time you meet a person with great strengths, you are also meeting someone with
great weaknesses.
As a leader, be aware that of your employees motivations are balance and
well intentioned. Self-indulgence can bring tremendous short term
benefits – with longer term repercussions.
8. Impact
As mentioned earlier on,
today’s employees are motivated to achieve more than ever simply by the
opportunity to create impact. As employees reflect on their
lives and careers – they
want to contribute in ways that measure their achievements based upon the
long-term benefits that the company they serve bears.
As a leader, allow
your employees to have sustainable impact in the work they perform. Allow
them to make a mark toward significance. Create the opportunity for
their achievement to leave a long lasting legacy that rewards the organization
they serve and for future generations to learn from.
9. Happiness
In the end,
happiness is one of the greatest motivations to achieve. Happiness fuels
ones self-esteem and gives people hope for a better tomorrow. We
are all victims of taking our work too seriously. Step back and
enjoy the journey. Your motivation to achieve is ultimately based on
earning a living that brings you tremendous joy and satisfaction.
As a leader, be
aware of whether your employees are satisfied in their work and that you are
deliberate in having this type conversation with them. Never
assume. Employees will smile to save their jobs even if they aren’t
content. Assure your employees happiness shines and allow the
previous eight motivational factors to influence the process organically.
By: Glen Llopis
Source: Forbes