What can we do to motivate our employees?” This is a question I get a lot as a consultant. Managers want to know how to motivate people. How should we respond to this question? “Thank you.”
This question deserves more than a few sentences answer. I’ve written more than one book on the subject.
Without asking you to buy or read the books, let me give you an executive summary. The first thing you must do is to discover what is reinforcing to each person. No two will be exactly the same, so a manager or supervisor must first spent the time to get to know what things are meaningful to each person – the things that they like, value and appreciate. How do they spend their discretionary time and money. What are the working to achieve for themselves, friends and family. What are they things that they would like to see happen daily at work. What are they working to be able to do long-term and short–term. Not only those things like house, cars, savings but what are they working to be able to do this weekend, tonight and tomorrow.
The most important is to establish yourself as a positive reinforcer. You do that by pairing yourself with positive reinforcement. This is done most of the time by spending time with each person to find out what is important in his/her life. If the person likes you, a pat on the back is appreciated. If she doesn’t, it could be a punisher.
Once you know what employees positive reinforcers are, set up opportunities for them to earn them. You obviously cannot make all of a person’s wants and desires available, but you certainly can show an interest in how the employee is doing in relation to accomplishing them. Most people like to be appreciated for their accomplishments. It may be as simple as taking the time for someone to tell you how they accomplished something or it may be just an acknowledgement of extra effort. Obviously most people like to earn tangible things that cost money, however that is only a small part of what it takes to create a highly motivated workforce. Social reinforcers should dominate and should be a daily affair.
This is a quick answer but I hope it gives you some ideas for your work. To read in-depth on the subject check out Bringing Out the Best in People and Performance Management.
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September 19, 2011 at 2:39 pm
A friend of mine started to do what you describe in this article. When he got to this employee, let’s call her X, she was candid and open, and she said: “I’m not interested in working at all. All I really want is to be home with my children. The reason I work is because I have to help my husband to pay all the debts we have. In different condition I’d quit inmediatly”. My friend was dismayed to hear this because no matter what he’d do, there is no way to motivate this young woman to reach discretionary effort at work. My question is: what can be done in cases like this? Thanks
September 20, 2011 at 2:53 pm
She is not interested in work because her primary reinforcers are at home and she has no expectation that work can compete with that. It may be that in her previous work experience, she was poorly managed or that she is experiencing extinction from the withdrawal of her significant home-related reinforcers.
Your friend should not be “put off” by her comments (attitude). Her attitude toward work can be changed. If you look at her current behavior as a reflection of her loss or her negative experiences in a previous job, it is easier to respond to her current work products in a constructive way.
Your friend should first discover the employee’s reinforcers that he controls in the workplace. What could he do that would cause her to say “thank you?” What could she do to cause him to say “thank you?” Fortunately we all have reinforcers in every situation. Learn what those are. Be attentive to even small accomplishments making sure that he is appreciative.
Discretionary effort is a function of positive reinforcement. If she gets it she will do more than is required of her at work. Be patient. Don’t expect too much too soon. Do not respond to her negative comnments and if they increase over time, then your friend is unintentionally reinforcing them.
Think of it this way. It you value her at work; she will value you and the work.