In my work with clients to help them strengthen their teams and improve their business’s profitability, I frequently come across grave misinterpretations of human nature. These misperceptions often make business leaders go to take a wrong turn when they try to inspire their employees to achieve at a higher level. However, it is possible to avoid these mistakes when you know some of the key aspects of your employees.
1.) They aren’t only motivated by money.
Numerous studies have been conducted over the past fifty or 60 years, researchers have concluded that money isn’t the primary motivator for many people. Yes, they are motivated by money, but that’s not the primary motivator.
One well-known model of behaviour – Maslow’s hierarchy needs – offers a clue on the reason for this. In a nutshell, Maslow’s hierarchy reveals that we all have five fundamental requirements (physiological safety and security and social, as well as esteem as well as self-actualization). In the words of Maslow, “a need once satisfied does not serve to inspire.” If you’ve got your physiological requirements fulfilled (food and shelter as well as clothing), then similar needs won’t motivate you to be more productive.
Employers aid people in meeting their physical needs by providing money. Money won’t necessarily make people perform better.
True that certain people are more dedicated to earning greater money, but many do not. If you’re trying to incite the highest level of performance, you have to look deeper. It is essential to know the factors that motivate each member of your team.
2.) They don’t want their worth to be determined by the amount of time they’re working
I once was listening to a business owner tell me, “An entrepreneur is someone who is willing to work for every week for their own business so they don’t need to be working 40 hours per week for another.” This quote is extremely accurate.
A lot of folks believe the same thing that drives them will also inspire others. However, when it isn’t the case, they are often disappointed and disoriented.
Keep in mind that your company is your goal and not the dream of your employees. They may want to do an excellent job; however, they do not want to be judged by the number of hours they put into your company. You should reward them according to the quality and/or quantity of work they create. Recognize them for the services they offer to their clients. Do not use “face timing” as a gauge of their value.
3.) They would like to feel part of a group
The majority of people want to be part of something big. Institue a culture where people feel as if they’re part of something larger than themselves, and they will be more receptive. Encourage individual performance; however, you must make the team stronger. Do not allow competition in the team at all costs. Your team should be working with each other to win your business contest. It isn’t a good idea to have them fight with each other.
4.) They would like you to be respectful of them
I’ve seen many entrepreneurs begin businesses to get rid of the company or person who is disrespectful to them. Funny, as I often observe these people treating their employees with disrespect once they become bosses. What’s happened?
5) They would like you to respect their opinion
The research that shows money isn’t the most important motivator also reveal that people need their supervisors to express appreciation for their contributions to the workplace. Give them your thanks and appreciate the input of your employees. Your employees are your most valuable asset.
6) They are looking to change the world
People love doing things that are important. They should feel that their work has benefited the team. Make sure that your team members know that their efforts contributed to the results of the team, and you’ll likely get them to think about their own motivations.
7.) The company’s owners want their company to be successful
The majority of people know that they’re unemployed in the event that your business is unsuccessful. They don’t want it any more than you would. Pay attention to them. Learn from their experiences. They might not have your financial stake in your company, but they play a significant role in the success of your business.
Here you go. Seven things you must be aware of about employees. As I review this article, I realize that it raises the question, “What is it about those who do not desire to join an organization?” or “What do you say to employees who don’t wish to be a part of the team?” They’re probably in the world, and I’m not sure they make up a large portion or even a majority. If you have someone who isn’t interested in what they do, why is he still the employee you have? Don’t spend your time with individuals who do not desire to be involved. Find someone who is willing to contribute and follow these seven steps to work with them.