How Do You Keep Your Employees Motivated?

Geoff, when I was managing a staff, I found the best motivator to be giving them work that was truly meaningful to them. I know there are certain things that HAVE to get done, and we all have to do some things we don't necessarily love, but have you talked to your employees about their aspirations? Perhaps there is some specific skill they want to develop or a project they are passionate about, or just something of crucial importance to the company that can help them recognize their own value to the organization. There are a number of studies that have looked at this too. You might be surprised how much of an impact it makes. https://scholar.google.com/scholarq=meaningful+...

I find this happens when incentive/recognition programs or even gestures are not aligned with what actually gets the employee excited.

Unfortunately, it's what most of us are dealing with. We read the latest business books. They say do this and that. So we do and unfortunately nothing seems to change.

The truth is that we have the wrong people. Sometimes we hire the best available because we need people now. And we know they are C players at best. Turnover drives us crazy but we need someone now.

Today we fired a great barber, I mean, a great barber. Why? Because he was a bad employee.

Yep, I'm short staffed. Yes I'm turning people away because I don't have enough barbers on the floor.

We have to continually recruit for the people we need. I mean every day. It's time consuming and a lot of work. But employees that just do the minimum hurt us more.

Recruit every day

Only hire people with the right attitude

Clearly lay out expectations

Fire slugs and deal with the consequences

It will take a while to build a team of A players and getting there will hurt bad. Once you've arrived you'll say "Why didn't I do this sooner?

Have you given them "ownership" of their jobs?

Wow guys thank you for all the great advice! I should probably clarify that this is a small manufacturing shop (I only have 2 employees) so getting them to stay on task is crucial. I have offered incentives to encourage their creativity (such as offering piece work for new prototypes, use of shop space/materials to create their own designs). I try to keep stress levels low while still sticking to a schedule, but somehow after two years of them being solid, things just seem to be slipping. Maybe it is just the natural life span of employment, but I know these guys can do better and that is the most frustrating part.

Most of our employees are probably a step below yours in skill level requirements. What is working for us, coming from terribly motivated employees, is to have a vision. We continue to impress on all employees the importance of what the company does. Then we emphasize that everyone here is very important to make this vision work. Further, we believe and act like it ourselves. Additionally we have increased pay and responsibilities. Responsibilities, professional behavior and team work all play into whether an employee is kept. It is hard to move on but sometimes just required. Make sure they know what is expected and that you will treat them fairly. It is not fair to the good employees to keep those that drag the company down. Yes, I know it is hard to hire. But, make sure your culture is what you, your company and customers need.

Have you looked at your culture? Is it fun to come to work? Is this a team environment? Are they doing something meaningful? e.g. Do they see themselves (to use an old metaphor) as 'laying bricks OR building a cathedral?" Have you asked what would make work more meaningful. If you have turnover - do you have exit interviews and ask why people leave? What level employees are these? Kudos for trying to figure this out.

What motivates employees? It depends. Incentives (i.e. carrot and stick) can only be used minimally with results. Younger workers in particular are not interested in 'making more money' which isn't necessarily a bad thing. Younger workers want meaningful work and they want to make a difference. Across the board, however, in all occupations, this holds true. So, you may have to start with your leadership team and what your assumptions are about rewards. If the rewards aren't motivating people, this doesn't mean something is necessarily wrong with that person; it may be your methods need to be changed. Talk with your employees and find out what makes them come to work and be open about listening (a hallmark of leaders).

Not knowing enough about your company or what your employees actually do the best advice I can give is to start with a broader understanding of who they are, and I mean generationally. Each generation has different personal and professional characteristics, goals, and viewpoints that are ultimately rather interesting for each generation. One of the best conferences I've ever attended had a generational marketing guru who brilliantly showcased how marketing actually connects to each generation. Understanding what makes each tick can really help you begin a real program or process to connect with your employees in a meaningful way.

Best,

Colin

If you are opening up to your people and sharing what the company is doing and how it wants to grow. You are putting out the opportunity for them to grow then it may be that they have no aspirations to grow. From my experience some people want to be challenged and grow, others are just happy being in a job. It may be a good idea to find out what motivates each one of the employees, they will all be different. Meet with them one on one and see what they like to do, this will help.