Here are 5 steps to motivate your people: Tell people exactly what you want them to do. Limit the amount of time or effort that you're asking for. Share in the sacrifice. Appeal to their emotions. Give people multiple reasons for doing what you want them to do. Be the change you want to inspire.
Five Simple Steps
You want to inspire your employees to perform better and faster because you're willing to take a risk on something that's new and hard. If your employees have done something correctly for the last several years, you might have the staff ready to make the necessary changes for you. But what if you wanted to motivate them to take another step and get better at something, like a larger project? How would you approach it? What would be the most effective way to get the ball rolling? Today, we'll go through a scenario where you want to inspire your employees to work better together. We'll show you the 5 steps that you can take to motivate them. Step One: Start by defining what a "small" project is. What's the worst-case scenario for success? What's the best-case scenario?
Step 1Tell people exactly what you want them to do
If you don't tell your team what you want them to do then no one knows what you want and so no one knows what they should do to make it happen. So, by telling people what you want to achieve and by telling them exactly how long or hard they need to do it you will get a clear understanding of what they need to do to help you achieve that. If you don't have a specific aim for the year then you might say: 'I want to increase revenues by X%'. Your team will focus on what that actually means, they might think that they need to improve the quality of their customers' service, or they might realise that the revenue target is simply a round number. Having the right conversation with your team about what you want to achieve will help you turn that vision into an action plan that they can follow.
Step 2Limit the amount of time or effort that you're asking for
The goal of goal setting is to influence the future in a positive way. You don't need to tell people everything you're planning to do in advance. If you set a deadline that's way out into the future, chances are you're unlikely to follow through. But if you give people milestones along the way, they're likely to push themselves and achieve what you've told them. Once you have defined a goal, write it down in a clear and concise manner. It doesn't have to be a long, elaborate document. The important thing is to have it available to remind yourself about what you need to do next. If you're not sure what you're planning to do, write it down. This will give you a starting point to organize your thoughts about it, and give you the resources you need to make it happen.
Step 3Share in the sacrifice
Let's put some meat on these bones. "A person's character is best measured by what he or she does for others when no one is looking." I like this quote, because it makes clear that what you do for others is how you measure your character. If you only do things for yourself, you're going to grow a bitter spirit and the people around you are going to get the short end of the stick. However, if you do things for others, you'll automatically develop a generosity of spirit. If you are generous, people are more likely to want to do things for you. (This is similar to the way in which selflessness can help develop a real heart for God.) Let's start by limiting how much time people have to put in.
Step 4Appeal to their emotions
One of the best motivators is emotional and you can turn this on its head. This means talking about the problem but doing it in a positive way. For example: "Your colleagues are working slower than they used to. You can make the rest of the team perform better by giving them a simple task." Even if your suggestion is ridiculous, your comments will be interpreted as credible. Because the request is to do something (not to have a holiday). Stick to the facts If people feel they are being given good reasons to do something, they are more likely to carry it through. Even if they're not convinced, they might agree to go along with the task. The next time you want to motivate your team ask them: Do you think they are making the right decisions? What are you doing to help them?
Step 5Give people multiple reasons for doing what you want them to do
It's important to remind your people of your vision or mission, while showing them how their help is needed and how it benefits the organization and the bottom line. I do this all the time in my latest book, Becoming Incredible, and you can do it too. I list all the major accomplishments that occurred after my organization merged with a competitor and write about the impact and value the business provided to both organizations. For example, I highlighted the increase in sales in our new CRM platform with a partner organization. I highlighted the great internal communications that took place during a strategic planning session to keep our products fresh and relevant to the marketplace.
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