In my work as a facilitator, I get a lot of questions about interpersonal relations between supervisors and employees. One question asked over and over is, “Given the lack of resources in this stressed economy, how does one find ways to motivate employees that do not involve financial resources?” I think it is key for supervisors to understand the first step to motivate employees is to find out something about them–what turns them on and what turns them off. We should then focus on doing as much as we can to turn them on and refrain from doing things that turn them off. Employees are motivated by praise, challenge, being in on decisions that affect them, as well as other forms of recognition that do not cost money. I invite other examples of actions supervisors can take to motivate employees.
Archive for month: February, 2011
“Cal, if I am having trouble with my boss should I move to a new job?” “Don’t move yet because you might be the problem and if that is the case, you will only take the problem with you. Try getting to know your boss–expectations, vision, goals, strengths, weaknesses, communication styles, and motivations. Then try to change your own behavior so that it complements your boss and your relationship will probably improve.”