Motivation is defined as the general desire or willingness of someone to do something. That begs the question then, can you really motivate someone else to do something?
When it comes right down to it, motivation is a driving factor in personal achievement. Motivation is what gets you out of bed to go to the gym and lose those extra pounds or pushes you to achieve a sales quota or to get that promotion at work. In short, motivation causes you to act in a way that gets you closer to your goals. It’s a combination of emotional, social, and cognitive forces that activate human behavior.
No doubt, an individual can be self-motivated to change their behavior and accomplish a goal. Yet there are also external factors that can also help support and boost that motivation. For me personally, I’m more inclined to skip the snooze bar and go to the morning workout if I’m meeting a friend. I’m more apt to complete an unwelcome task when I know others are depending on me for a deliverable. A salesperson may be more motivated to make those dreaded cold calls if they know their activity results are going to be posted on every Monday morning Sales Huddle.
It’s likely that all of us have had leaders try to motivate us with positive motivation and negative reinforcement. It can clearly work both ways. It can be used for good to drive productive behavior, and it can be used for bad to drive fear and resentment. Let’s focus on how to use it for good.
5 Questions to Consider for Motivating Individuals
As a leader, you are constantly working on inspiring your workforce. That happens at the team or company level with mass communications and long-term planning with visionary roadmaps. When it comes to motivation, that’s done at the individual level. Here are 5 questions to ask yourself when you’re thinking about motivating individuals to perform at their very best.
1. Is the person in the right job?
People are most likely to be successful when their skill set, experience, and personality traits align with the requirements of the position. When you’re thinking about individuals on your team and how you can motivate them to accomplish specific results, begin with taking a step back to be sure each individual is in the right role.
Start with reviewing the job description and performance measures. Then take a good look at the individual and assess if they are cut out and wired for the job. This is where a behavioral assessment can be helpful. Understanding the individual’s natural traits and tendencies will provide you with powerful insights to tell you how well the person is aligned with the position’s expectations and if they are naturally equipped to achieve them. Omnia professional development reports provide deep insights into an individual’s strengths and traits and how closely they align with expectations of roles including sales and service positions.
2. Are their goals achievable?
There’s nothing worse or more demotivating than feeling like you can’t achieve success in your job. It’s great to set stretch goals for your teams and companies, but if a bar is set too high, it’s unlikely your employees are going to believe their efforts will even pay off, and it can make it hard for them to envision success. It’s also important to make sure the goals are clear and that there’s a mutual understanding of what success looks like. When you’re working with an individual to establish goals, make sure you follow the SMART approach. Create goals that are Specific, Measurable, Attainable, Relevant, and Timely.
3. What matters to the individual?
Research indicates that goals that give an individual the most sustained energy have personal meaning and connect to a larger purpose. If there’s a monetary reward for their goal achievement, take time to find out how that windfall will be used. Is your employee trying to buy a new home or dreaming of a luxury vacation with their loved ones? Continue reminding them of the personal benefits they will get from their success and celebrating that success when achieved. It may sound hokey but sending them pictures of the beaches in Hawaii or getting them a subscription to a home design magazine demonstrates you care about them personally and how their achievement matters as much outside of work as it does to your bottom line.
4. What support do they need to be successful?
Another key to individual success is being sure the person has all the resources they need to perform the role. It’s critical to make sure you’ve provided the proper training and development needed for the role. If they’re running into new and difficult situations that are hard to overcome, such as pricing negotiations or competitive threats, are you offering them new skill development and professional courses to help develop their abilities to overcome these obstacles?
To succeed, an individual also needs to have systems that support them and don’t get in the way of getting the job done. It sounds basic, but is their computer reliable? Does their technology support their daily productivity? Are systems and processes set up to assist them vs. providing daily interruptions with unnecessary procedures that get in the way of doing the job? Before you establish that new requirement or process for your CRM, ask yourself if it’s truly going to support the success of your employee and be clear how it will be used.
It’s also important that you are available (or make others available) to model, support, coach and develop individual success. Consider how often you need to observe the person performing their job tasks, and consistently offer 1×1 coaching that’s focused on positive reinforcement and developmental support. Leaders can be stretched pretty thin these days, so you can also consider teaming up senior people with newer people, and providing playbooks, videos and templates that visually show successful methods for performing the various aspects of the job.
5. What truly motivates or demotivates this individual?
Every individual is unique when it comes to what motivates and inspires them. If you have a clear picture of their personality traits and preferences, you can tap into the heart of their personal motivation. This is where a behavioral assessment can also be helpful. All Omnia reports include a section that outlines motivational strategies to use and demotivators to avoid for each personality style. For example, if you have an individual who is highly assertive (a tall column 1 on the Omnia Behavioral Assessment), they are going to be motivated by performance-based incentives like commission, bonuses, and sales contests. If the individual has a tall column 7, they are going to want the freedom to define their goals and achieve them in their own way. The individual with a tall column 8 will thrive with structured guidelines for work output, clear directions from management, and frequent reassurance from management when expectations are being met.
No two individuals are alike, and each of us are motivated by different things that matter individually to us. Taking the time to consider these key factors for every individual on your team and putting these practices into everyday actions will make all the difference in your business success.
Omnia is here to help. Contact our team to find out how you can use our professional development reports to discover the key traits of your employees and how best to motivate them.
