Leaders may think that motivating your employees will produce better results but the opposite may happen. Because if used incorrectly, motivation can become a retention killer.
Let’s say you have an employee who works hard every day, sacrifices for the job, and always takes on the hardest assignments. That person’s philosophy is to give 110% to the job.
What happens to that employee, when their boss demands they give 10% more to their work? While 10% may seem like a reasonable request, is it fair to ask someone who is already giving you more, to give even more?
Keep in mind we’re in a world where the latest Gallup survey of employee engagement puts it at 32%. No matter the urgent needs of your organization, arbitrarily asking people to give you more, may not work as you think.
In fact, a demand for more may convince people to leave your business. Now, you’re trying to increase output with new and likely less experienced workers.
Motivation can be a great tool for increasing productivity but you can no longer use a one-size-fits-all approach. Consider these tips and warnings for motivating your employees:
Are They Self-Motivated?
Is your team already performing at a high level? When you’re not around, does the work output stay high?
If the current work culture is about hard and effective work, then you don’t have a motivation problem.
The Cost of Pushing
Will asking employees to do more upset them? What’s the mood in the organization? Is everyone looking for boxes to pack up their desks?
If people haven’t had a raise in years or have seen their benefits cost them more, then you may want to avoid making extreme demands. Pushing performance may push some out the door.
And are you modeling the kind of change you want to see? If leaving early is part of your routine, then asking people to stay late may not be well received.
What’s Possible?
Is it possible that low employee productivity and performance have little to do with them? Outdated equipment or software will hold back even the best employees.
Staffing shortages may see employees performing several jobs. It’s hard to expect them to excel when they’re stretched thin. It’s not easy to fill a swimming pool with a glass of water.
Some leaders have read a management book and come to the conclusion that asking for 10% more is the right move. But realities in your organization may not match the author’s advice.
What Will Inspire Them?
Vague motivation has its limits. Some employees are looking at you to supply a reason to do more.
If a goal is achieved, how will your employees benefit? Do you need some sort of incentive to inspire them? From a bonus to casual Friday, are there goal based ways to motivate people to a higher level of performance?
The benefit could be that the business grows and employees receive new opportunities.
Maybe inspiration comes from a harsh reality. If your business needs a productivity improvement to survive, then you should share that reason.
While this may convince some to leave, it may be better than having all wonder why you suddenly need them to give more to the job.
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