Create a motivating workplace
Motivating Employees
(Anne Bruce and James S. Pepitone / McGraw Hill /1999/170
Pages/$14.95)
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Motivating Employees
Create a motivating workplace
The Big Idea
What makes companies Southwest Airlines, Disney, and Ben & Jerry’s different from
millions of other corporations out there? These companies, along with other legendary
organizations, are workplaces that inspire and motivate employees.
In this business classic, author Anne Bruce and James Pepitone shows readers how to
build a highly-motivated and highly-productive organization. Written specifically for
today’s busy manager, “Motivating Employees” is a must-read for any executive who
wishes to make a positive change inside his or her organization.
About the Authors
Anne Bruce - Over the years, Anne Bruce has evolved from the best-selling author of
several books in the field of human behavior, leadership, and motivation to an
inspirational force and a respected specialist, speaker, and trainer in the area of human
development and personal growth.
Anne's books, such as Perfect Phrases for Documenting Employee Performance
Problems, Building a High Morale Workplace, How to Motivate Every Employee,
Leaders - Start to Finish: A Road Map for Developing and Training Leaders At All Levels,
and Motivating Employees, have inspired thousands of people and have been
translated into more than a dozen languages worldwide.
For more information, visit http://www.annebruce.com.
James Pepitone - Jim Pepitone is managing director and chief scientist for Pepitone
Worldwide LLC and a 25-year veteran in management consulting. He is recognized as a
pioneer and authority in human work-systems design. Jim has authored three books in
his field: Future Training: A Roadmap for Restructuring the Training Function,
Motivating Employees, and Human Performance Consulting: Transforming Human
Potential into Productive Business Performance.
For more information, visit http://www.pepitone.com.
1. Motivation Is an Inside Job
Motivation is defined as the drive that moves us to do what we do. People are motivated
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when they feel that they are doing something that is in their best interests. As a
manager, you must realize that you can’t motivate other people. Rather, you can only
influence what they are motivated to do.
Whether you like it or not, you will end up influencing the motivation of your employees.
You must make sure, however, that you are influencing your staff in a positive manner
and not the other way around.
Motivation: Intrinsic and Extrinsic
Motivation is often seen as both intrinsic (coming from within) and extrinsic (affected by
external factors). Although external factors can indeed affect intrinsic motivation, they
are still subjected to intrinsic concerns.
The Three C’s of Intrinsic Motivation
1. Collaboration - People feel more motivated when they are inspired to cooperate with
others in order for everyone to succeed.
2. Content - People feel more motivated when they see how their work adds value to the
company’s goals.
3. Choice - People feel more motivated when they are empowered.
Tips on How to Motivate Employees to Do a Great Job Every Day
1. Recognize their efforts on a job well done.
2. Show patience and concern.
3. Ask for their inputs and act on them.
4. Appreciate both introverts and extroverts.
5. Allow and encourage lateral movement in the organization.
6. Show employees why their work is important to the organization.
Three Most Common Ways to Influence Motivation
1. Fear - Although the fear of losing one’s job may work temporarily to motivate
employees, it will not last.
2. Incentives - People will work to get the reward but may not continue to do good work
after the incentive had been received.
3. Opportunities for Personal Growth - This is one of the best ways to maximize
employee motivation.
2. Working with Human Nature
When you are able to relate to your employees, you will be able to build a more
productive and fun workplace. Before you can do this, however, you must be able to
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understand human nature. You must be able to determine why people behave the way
they do.
Know What Drives People
As a manager, you must learn how to identify the needs of your employees. Here are
some tips you can use:
ㆍWatch people as they go about doing their jobs.
ㆍSet up employee focus groups and find out what they like about their jobs.
ㆍAcknowledge the uniqueness of every employee. Find out about each person’s
specific skill or talent.
ㆍSend out employee surveys and get suggestions they might have.
ㆍConduct exit interviews.
ㆍAssume that personal growth, recognition, creativity and meaningful work are as
important to your workers as they are to you.
One you have established what your worker’s needs are, try to meet them. Here are a
few suggestions:
1. Pay competitive salaries and allow your workers to provide comfortably for
themselves and their families.
2. Be consistent and fair to all your employees.
3. Hire security and protect your workers.
4. Provide your employees with opportunities to work in groups.
5. Always give positive feedback and praise.
6. Give your people opportunities to excel and to move in high-profile positions.
7. Allow your staff to display their creativity.
8. Treat your employees’ mistakes as opportunities for learning.
3. Encouraging Entrepreneurial Thinking
One of the best ways to motivate your employees into doing their best is to make them
feel that like they are owners of your organization. When your employees feel ownership,
they will look out for your company out of their own volition.
Five Steps to Creating Entrepreneurial Thinkers
1. Explain the organization.
a. Provide employees with books and articles about the company.
b. Teach your employees how to understand your corporation’s annual report.
c. Share profit and loss information to your workers.
d. Explain the company’s mission statement to your employee
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2. Demonstrate how the organization operates and generates income.
a. Have a business basics training program.
b. Provide documents that describe strategic plans, financial goals and operation
philosophies of the organization.
3. Help your employees understand the competition.
a. Have your employees ask customers to evaluate your company and how it ranks
with the competition.
b. Show your employees your competition’s marketing literature.
c. Ask your employees to create competitor profiles.
4. Encourage intelligent risk-taking.
a. Do not discourage your employees to make risky decisions.
b. Encourage initiative and celebrate successes.
c. Teach your employees the difference between healthy risks and foolish chances.
5. Inspire innovative thinking.
a. Brainstorm with your employees.
b. Support innovative ideas and try to implement them.
c. Use music to inspire creativity.
4. Linking Motivation to Performance
You must always remember that there’s a strong link between motivation and
performance. It is important for managers to show their employees that there is a
connection between doing great work and meeting their own needs.
It is also important that you make it clear to your employees what is meant by
“performance.” Tell your workers what is expected of them. Show clearly what is
unacceptable. Also, help them determine what it would take for them to meet the
standards of performance that you have set together.
Eight Steps to Help Employees Achieve Higher Performance
1. Help your employees stretch.
2. Set clear standards.
3. Define your employees’ scope of responsibilities.
4. Assist your employees into buying higher performance standards.
5. Document what you and your employees agree on.
6. Decide on a course of action.
7. Observe and follow-up.
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8. Be clear about rewards.
Expect the Best - and Don’t Let It Surprise You
Always remember that expectations influence behavior. If you expect more from your
people, they will almost always do better. This is called the Pygmalion effect.
To be able to get the Pygmalion effect to work for you, you must show your commitment
to your employees. Here are three steps to help you:
1. Create a high-performance working environment.
2. Share the rewards of successful performance.
3. Inspire others to high-level performance.
5. Helping Employees Accept Responsibility for Motivation
You must learn how to help employees attend to their own motivational needs. This way,
they will rely on themselves to stay motivated. Employees must learn that they have to
take responsibility for their own successes.
Managing People with Responsibility and Authority
Manager shouldn’t give employees motivation. Instead, they should give their workers
the responsibility for achieving something and the authority to do things their own way.
This is called empowerment.
Redefining the Manager-Employee Relationship
Give your power away to your employees. This will increase employee motivation
substantially. The best way to start doing so is to redefine your relationship with your
workers. Here are some guidelines to help you along the way:
• Enlarge the circle of influence of your employees.
• Increase your employees’ signature authority.
• Do not allow your employees to be restricted by their titles or position.
• Do not promote cumbersome rules and policies.
• Try to reduce approval steps.
6. A Matter of Hope and Trust
Motivation is partly based on the hope for success and a better future. People are
motivated when they think that their lives could become better. Trust is a very important
element when managing people. Without trust, you will not be able to build a
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high-performance organization. You must build both trust and hope in your company.
The 12 Cornerstones for Building Trust and Hope in an Organization
1. Respect your followers.
2. Watch how you say things.
3. Do what you say you are going to do.
4. Communicate openly.
5. Listen and don’t argue.
6. Avoid zingers, digs and putdowns.
7. Point out the positive.
8. Appreciate what others have to say.
9. Acknowledge that trust is a mutual exchange.
10. Increase trust gradually.
11. Be truthful with yourself.
12. Show your human side.
7. Fun and Motivation
To have a highly effective organization, you must ensure that your employees are
having fun. When an organization promotes fun, employees have lots of energy, good
self-esteem, enthusiasm, team spirit and positive attitudes. This translates to higher
productivity, greater creativity and even better customer service.
Fun: An Effective Organization Strategy
Top organizations such as Southwest Airlines, Ben & Jerry’s Starbucks, Disney,
Nordstrom, Wal-Mart and Microsoft use fun as an organizational strategy. These
leaders have realized that when employees are having fun, they just perform better.
How to Inspire Fun in Your Employees
Here are some ideas to get you on your way:
1. Be a role model for fun.
2. Set up creativity sessions.
3. Find better, cheaper and faster ways of doing things.
4. Make up silly titles and print them on business cards (e.g. Big Cheese).
5. Give personal thanks and public praise.
6. Assign an employee with a great sense of humor as “fun police.”
7. Give unexpected gifts.
8. Learn to find humor in every situation.
9. Share good news and funny stories.
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8. Attacking the De-Motivators
De-motivators are events, management decisions, or other circumstances that
negatively influence the motivation of employees. Unfortunately, there is just no way to
get rid of them completely. What you must do, however, is to personally attack the
de-motivators.
Fighting the De-Motivators
Here are four steps you can take to make your organization strong enough to handle
de-motivators:
1. Hire the best.
a. Screen candidates well.
b. Develop interviewing techniques that also focus on the candidate’s fit with company
culture.
c. Get second opinions about each candidate.
Check character references.
2. Retain the best.
a. Realize that offering top salaries won’t keep your good people from leaving.
b. Provide a pleasant, fun and progressive work environment where skills are
recognized.
3. Give employees honest feedback, praise, and encouragement.
a. Be sensitive to your employees’ reactions.
b. Talk without making assumptions.
c. Focus on problems and not personal issues or preferences.
d. Never criticize employees in front of others.
e. Express optimism for the future.
f . Never literally point your finger at a person.
g. Focus on improvement.
h. Praise people in public.
i . Praise the deed and not the doer.
j. Employ an employee- or team-of-the-month program
Build employees’ confidence.
a. Seek your employees’ suggestions and act on them.
b. Help your employees set ambitious goals and help them reach them.
c. Tell your employees whenever someone compliments their work.
d. Do not tolerate mediocrity.
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9. Clear the Path to Employee Performance
You can’t just concentrate on motivating employees in your immediate work area or
department. An organization is a complex social and mechanical system with dynamic
connections. What goes on outside of your area of immediate responsibility can
negatively affect the motivation of your employees.
Adapting to the System
Employees are constantly adapting to the system. Unfortunately, adapting can be
stressful for most people. Employees who need to constantly adapt may fight the
system, accept the situation or simply withdraw.
Changing the System
If you notice restraining forces that are de-motivating your employees, work with your
workers to remove or reduce the forces. Here are some guidelines to help you:
1. Meet with your employees to discuss the situation.
2. Listen to your employees’ perceptions and feelings.
3. Ask them for suggestions on how to make the situation better.
4. Have your employee decide on who will take charge of the solution.
5. Set a schedule.
6. Schedule a meeting to evaluate the effects of the action.
10. Inspiring Motivated Teamwork
Managers sometimes forget that organizations are really about people. People need to
develop relationships that would enable them to work efficiently together. With proper
teamwork, employees can be motivated to do more.
There are two keys to teamwork as it relates to motivation:
1. The desire to make a difference.
2. Caring.
Caring Makes the Difference
To be an effective manager, you must show your workers that you care. To do so, you
must:
• Inspire your employees.
• Make your workers feel good about what they are doing.
• Find out what each employee is good at.
• Take the time to ask employees that they would like to do.
• Excite your employees.
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• Treat workers fairly and consistently.
• Listen to your staff.
• Build teamwork.
Teambuilding: What’s Love Got to Do with It?
Love is a primary human need. It is a management requirement that you genuinely care
for your people. You must also influence your employees to be care for one another.
Here are some tips on how to encourage a loving team:
1. Don’t hold a grudge again employees.
2. Practice the Golden Rule.
3. Show the members of your team that you care about them.
4. Recognize that you need your employees to care about you.
5. As caring requires energy, make the commitment to do it every day
11. Unleashing the Potential of Synergy
As a manager, you can influence employees and unleash synergistic potential. When
people work side by side together, they are able to develop each other’s potential.
You must encourage and support your employees. You must make them believe they
can succeed. This way, they synergistically begin a momentum of realizing their higher
potential.
Benchmark to Inspire Synergy
Benchmarking is method for learning from the example of others. By benchmarking, you
can find ways to improve the quality of work in your company. It is also a good method
for motivating your employees.
Here are some tips on establishing a program on benchmarking:
1. Create a bench-marking team.
2. Explain the purpose of benchmarking.
3. Plan a strategy.
4. Take inventory of your present situation.
5. Think broadly.
6. Benchmark best practices of industries outside your own.
7. Share what you’ve discovered.
8. Make it a habit.
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Use All Those Brains Around You
Encourage your employees to come up with great ideas. When people share exchange
ideas and share information, synergistic momentum builds. Here are some ways to
encourage your employees to come up with brilliant suggestions:
• Ask and keep asking.
• Don’t offer your own opinions right away.
• Have a better-faster-cheaper contest.
• React to employee suggestions quickly.
• Give you assurance that you are all thinking together.
Rejuvenate for Synergy
Always take the time to rejuvenate both your organization and your workers. The last
thing you want is to have your entire workforce burn out. To keep your employees
rejuvenated, here are a few suggestions:
• Always think about the big picture.
• Teach innovation.
• Be compelling, upbeat and interesting.
• Conquer complacency and encourage lots of change.
• Praise your employees.
• Be excited and rejuvenate yourself.
Increase Energy and You Increase Synergy
To help your employees increase their energy, you must encourage them to:
• Eat properly and take breaks.
• Laugh out loud.
• Exercise.
• Breathe.
12. Getting It All Together
When you choose not to motivate your employees, you are choosing mediocrity. As you
may have seen, motivating your workers is not an easy task. Here are some
recommendations to make the job easier:
• Invest in employee development and link it to energizing and motivating your workers.
• Allow your employees to mentors and coach one another.
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• Prepare your staff to deal with change.
Employee Development: The Challenge
There are a lot of ways to go about developing your employees. Here are a few ideas
that you can assist you:
• Focus training on needs.
• Be broad-based and flexible.
• Do not rely on a facilitator for effective learning.
• Customize training.
Also, here are a few guidelines when coming up with a training program:
• Determine your specific needs.
• Hire appropriate trainers.
• Ask your employees to develop action plans.
• Include experiential learning.
• Start with clear objectives.
• Meet with employees prior to training session.
• Review action plans.
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