How the Best Business Owners Motivate Staff and Achieve Massive Success

goal,target,leadership

If you’re a business owner or manager responsible for a team of people, it’s highly likely that at some stage you will have pondered the dilemma of how to motivate staff and get the very best out of each individual.

How do you motivate your people to achieve, and get things done? How do you ensure that you are getting the best return on what is often the biggest cost-centre in your business? And how do you do it skilfully, with a minimum of fuss, the way really Savvy, Successful Businesses do it?leadership,business,team

In this Information Age, the ease of consumer access to your competitors (both here and overseas) makes it critical that Business Owners and Managers are able to motivate their people.  Motivate them to do the things that keep your customers coming back time-after-time and allow you to stay competitive in the local and global economy.

As a Business Owner or Manager, you have goals and objectives to achieve in order to have the career you want and the life you want. Well, if your people play a part in helping you achieve those goals and objectives, then you need to know how to lead people in a way that MOTIVATES THEM to help you do it!

Lets look at some key things that Savvy Business Owners and Managers do to motivate their staff and achieve success.

 

 1. KNOW YOUR TEAM

how to motivate

OK, so this may sound obvious, but take a moment to think, “do I really know what motivates each person in my team?”

When you were young you may have been told, “treat others as you’d like to be treated”.

But the fact is, what motivates one person may not motivate another, and often the best results occur when leaders connect in a way that treats others as THEY WOULD like to be treated!

Can you see how magic can happen when you get this right?

Know your people’s strengths and what Motivates them and you have a key that will increase Productivity almost instantly!

How do you find out? Well, have you tried asking them? Ask them what aspects of the job they find most satisfying? What would make them go the extra mile?

Give it a try. Their answers might surprise you.

 

2. SET CLEAR EXPECTATIONS

set direction,leadership,training

It’s no secret that having a goal is essential.

And setting clear expectations around that goal is critical to its achievement. You need to work with your people to set the right goals up-front and to make sure that there is MUTUAL UNDERSTANDING of how it will be achieved.

This does not mean explaining what you want them to do and then asking, “Do you understand?”

The key is MUTUAL understanding. You need to make sure that THEIR understanding of what you said is the same as YOUR understanding of what you said! (You may not be surprised to find out how often they differ!)

Believe it or not, the vast majority of us actually want to do a good job at work, so being Clear on Expectations will provide clarity, certainty and motivate your team to focus on the task at hand, knowing full well what is expected of them.

 

3. INCREASE SELF-BELIEF

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There is perhaps nothing more de-motivating than the thought, “I can’t do this” or “I’m not sure what to do”, so be strategic about increasing your team’s self-belief.

Self-belief encourages efficiency, initiative and enthusiasm, so build it in your people.

The first way you can do it, which we do not see done enough by managers, is to straight-up tell your team that you believe in them! Especially when they’re trying something for the first time. Simply telling them that you believe in their ability to succeed will motivate and dramatically increase the likelihood of achieving that very outcome.

Have your people work on things they’ve done well before. When people are good at something it can mean they are working with their strengths, which is also a strong motivating factor.

Provide your people with a suitable level of autonomy, which not only motivates but also results in freeing you up to focus on other areas of the business, knowing that the task is in good hands.

Once you’ve set them on a path, get out of the way. Don’t ‘hover’, continually asking them where they’re at with the task. Rather, set a time for a weekly or monthly catch up to check on progress and adjust if or where necessary.

 

4. LINK TASKS TO A HIGHER PURPOSE

Contribution is an innate motivation in most people.leadership,team,purpose

We all generally want to understand how we fit into the broader scheme of the world around us and the same applies to our individual tasks at work.

So explain to your team members how what they do each day contributes to the success of the organisation. It provides context for their role, a sense of importance for each person in playing their part & is a great way to motivate.

This strategy is particularly useful if you employ Gen X or Gen Y staff, who generally have a strong desire for an understanding of higher purpose.

 

5. FOCUS ON CULTURE

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Imagine your business or your workplace is a Fish Tank and you, along with all of your Co-workers, are Fish.

Now, the water in your Fish Tank you and all of your co-workers swim around in all day long is your Culture.

And if that water is dirty and brown, there is no way for any of the fish swimming in that bowl to avoid the water so it eventually becomes a part of them.

Your workplace culture is the same. Your current culture and level of motivation in the workplace will creep into the people you employ. You need to establish Values and Standards in the business which you as a Leader need to Role Model and which you uphold vigorously.

And if you think your culture is fine… just think about the fish in their tank. Sometimes it’s hard to gauge the quality of the water when you’ve been swimming in it for so long.

 

Beware The Pitfalls of Only Using Money to Motivate Staff.

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© Great Managers

You may be wondering why its taken so long for Money to be brought up? Well, that’s because Money is not an ideal motivator.

Money is a really short-lived incentive. Once the Pay rise has been lived with for a short while, that level of pay quickly becomes the norm and your staff member begins looking for the next bump. That leaves you looking for the next way to pay for it.

By all means, incentivise with money if that works for you and your organisation however, effective use of other means of motivating staff will reduce your reliance on money as a motivator and provide better results and more sustainable growth for your organisation.

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About The Author

Sandra Wood

With over 20 years experience in HR and management development, Sandra has become the advisor businesses, CEOs and managers turn to for advice on developing the leadership capability and people management skills within their organisations to improve business performance.
Sandra is well known as an expert facilitator, trainer and coach, and for her abilities in developing people to get better results. She has trained over a 1000 leaders and is passionate about helping organizations and people achieve their potential to reach higher levels of performance and satisfaction in their roles. She is on a mission to increase the skills of as many managers as possible and believes that the more GREAT Managers there are in the world the better our organizations and economies will perform.