Want a motivated work force? One that will jump through fire, leap over buildings in a single bound, work faster than a speeding bullet? Then schedule an inspirational speech or hire a motivational speaker. If done well, you may immediately accomplish all of the above. Unfortunately, speeches that motivate people are best limited to "half-time", because second halves usually last 30 minutes, and, that’s approximately the effective length of motivational speeches.

Or, would you rather have a motivated work force that provides seamless service on a consistent and continuous basis? One that fixes customers as well as equipment, seeks innovative ways of improving their services, and produces outstanding performance results? Then consider motivational training that teaches your managers in creating and sustaining a motivating work environment.

To create a motivating work environment, your managers need to learn how to develop and sustain a setting in which their people:

Know WHY their performance is critical.

Know WHAT they need to do to succeed.

Have the essential TOOLS needed to accomplish their jobs.

Are respectfully REINFORCED with recognition and rewards commensurate with their success.

The following briefly expands on each of these critical steps. [A more detailed Power Point description with examples is available under Presentations at our web site http://www.growthassociates.org]

WHY

Engaging peoples’ minds, as well as their bodies, is a prerequisite to creating a motivating working environment. Because I’m paying you to do it, that's why! , is not an explanation that will capture peoples’ minds and spirits. People need and want to know why the job they are being asked to perform is important.

Explaining why we are asking for their help and why it is important, in terms that are honest and significant to them, is a crucial first step to creating your motivating work environment.

WHAT

The good news about motivation is that 85 percent of your people are already motivated. The bad news is that they may not be motivated to do what you want them to do. Therefore, a primary purpose of motivational training is to clarify what needs to be done.

What statements convert the why explanations into specific performance objectives. These objectives create precise measurable definitions of success. The more you involve your people in shaping these objectives the greater their ownership and motivation to accomplish their objectives.

ESSENTIAL TOOLS

Providing the essential tools that your people need to accomplish their objectives is the critical third step in creating a motivating working environment. The tools include equipment, manuals, and technical knowledge of how to use both. The employees’ essential tools also include customer communications skills.

We wouldn’t consider sending a service engineer into the field without proper equipment and technical knowledge. However, many are dispatched daily without appropriate customer handling skills. This will be the subject of the March Training and Development column.

REINFORCEMENT

To sustain highly motivating work environments you must reinforce success. Primary methods include:

• Demonstrating respect for your people by asking, listening, responding to their ideas and recommendations. Treat them as you would your best customers.

• Communicating results. Post the objectives, progress, and results. People want to know how they are doing now, today, this week, not six months after the fact.

• Rewarding your people for their accomplishments. Concentrate on intrinsic rewards: e.g. respect, job pride, responsibility, personal growth, and recognition. Use discretion when using extrinsic rewards: e.g. bonuses, benefits, and prizes. Intrinsic rewards have proven to be longer lasting and greater motivators.

• Reforming or dismissing low and non-performers. Member of high performing work groups do not appreciate slackers any more that management does. Take immediate action to correct a non performer’s lack of productivity through training or personal coaching. If your efforts are not successful, remove the non-performer from the work environment as efficiently as possible.

Motivation is not about turning people on. People are already turned on. Training your managers on how to create a motivating work environment will enable you to focus, enable, and reinforce this natural energy. Your managers’ and their peoples’ performance will improve when they know why they are working for you, specifically what they are expected to accomplish, have the essential tools necessary to fulfill their goals, and are reinforced for their successes.

To assess your current motivational work environment, review the following questions.

• Do your managers and staff know WHY their job performance is important?

• Do your managers and staff know WHAT is expected of them in measurable performance terms?

• Do your managers and staff have the essential skills and knowledge to succeed in their jobs?

• Are your peoples’ successes reinforced with appropriate respect, recognition, and rewards?

Attaining a yes to each of these questions requires a lot of continuous work? On the other hand, you can always go back to an inspirational speech - - - so long as you only need a motivated work force for the next 30 minutes.

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