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Hub You - Motivate Your Team! Eight Quick Tips to Motivate for Success
Landscaping is hard work and this is why most Americans, Government Agencies and Businesses hire out the service. The key to the landscaping business is staying efficient and having the right team. As a landscaping business expands it becomes harder and harder to get all the work done. If you have weather issues or cannot get to an account on your regular schedule the customer maybe left without good service and you may not be able to get to them for a week.The most critical part to staying efficient is having good crews or team
6. Make Me Proud
Napoleo
Recently I visited a new car dealership, something millions of people in the United States do every month. Several weeks later I visited the Florida State Department of Motor Vehicles for a bit of license renewal. Contrasting the quality of these experiences says a lot about us as individuals, our conditioned acceptance of ineptitude and our limited appreciation for quality service.I had done some on-line research and had identified the model and accessories I wanted in a new vehicle. I visited the store of the closest dealer of
The following are eight quick tips to motivate your team:
1. Everyone Has Motivation
Your employees are motivated on some level. It is your job
to find the level of their motivation and move your
employees to the next level.
2. Listen to WIIFM
I wake up every morning listening to a very important radio
station, WIIFM. I hope you do too. WIIFM stands for
What’s In It For Me? To truly be a motivator, you must
always be in tune to your employees’ WIIFM. Find out why
it is beneficial for your employees to do a task, etc. Once
you find out the employees’ motives, you find out how to
motivate them.
3. It’s about Pain or Pleasure
Motivate your employees toward pleasure or away from
pain. You motivate toward the pleasure by providing
recognition, incentives, and rewards for doing a good job.
You motivate away from the pain of a corrective action,
losing a position, or doing a poor job. The key to this
motivation is to be consistent with all your employees at all
times.
4. Give Me a Reason
Do it because I said so! Well, with our educated workforce
these days, that doesn’t work anymore. Employees like to
know why tasks are being requested of them so that they
can feel involved and that the task has worth. Let your
employees know why doing the task is important to you, the
organization, and for them.
5. Let Me Understand You
Take time to show sincere interest in your employees as
people. Understand what your employees are passionate
about in their lives. What are their special passions? What
are their personal needs? What brings them joy or pain?
What are their short-range and long-range goals? Once you
understand the answers to these questions, you can move
them to a new level of motivation, because you cared
enough to ask the questions and show interest in their
success. Once you understand your employee’s needs and
goals, they will take more interest in understanding and
achieving your goals.
6. Make Me Proud
Napoleo
Part 3 of Having a Successful BusinessI’m glad you asked! In this section, our discussion will show you one of the fastest growing industries and how you capitalize NOW!Do you remember the question asked in the first section of this series: How big of a slice of the pie are you willing to cut for yourself?Before you can answer the question above, here is a monetary value to consider. Do you really need “a slice” if an industry is expected to make over a TRILLION dollars within the next decade?I’m going to t
2. Listen to WIIFM
I wake up every morning listening to a very important radio
station, WIIFM. I hope you do too. WIIFM stands for
What’s In It For Me? To truly be a motivator, you must
always be in tune to your employees’ WIIFM. Find out why
it is beneficial for your employees to do a task, etc. Once
you find out the employees’ motives, you find out how to
motivate them.
3. It’s about Pain or Pleasure
Motivate your employees toward pleasure or away from
pain. You motivate toward the pleasure by providing
recognition, incentives, and rewards for doing a good job.
You motivate away from the pain of a corrective action,
losing a position, or doing a poor job. The key to this
motivation is to be consistent with all your employees at all
times.
4. Give Me a Reason
Do it because I said so! Well, with our educated workforce
these days, that doesn’t work anymore. Employees like to
know why tasks are being requested of them so that they
can feel involved and that the task has worth. Let your
employees know why doing the task is important to you, the
organization, and for them.
5. Let Me Understand You
Take time to show sincere interest in your employees as
people. Understand what your employees are passionate
about in their lives. What are their special passions? What
are their personal needs? What brings them joy or pain?
What are their short-range and long-range goals? Once you
understand the answers to these questions, you can move
them to a new level of motivation, because you cared
enough to ask the questions and show interest in their
success. Once you understand your employee’s needs and
goals, they will take more interest in understanding and
achieving your goals.
6. Make Me Proud
Napoleo
There are many different sales management styles, but which one works the best? Well most experienced practitioners recommend a tough love approach. What is tough love? Well hopefully it is the same type of management your parents and early teachers or sports coaches provided. They cared for you and helped you get up and dust yourself off and get your butt back into the game. Tough love is a place where excuses and blame game don’t cut it. Where folks are judged by performance and not BS.So where exactly is Tough Love on the sca
3. It’s about Pain or Pleasure
Motivate your employees toward pleasure or away from
pain. You motivate toward the pleasure by providing
recognition, incentives, and rewards for doing a good job.
You motivate away from the pain of a corrective action,
losing a position, or doing a poor job. The key to this
motivation is to be consistent with all your employees at all
times.
4. Give Me a Reason
Do it because I said so! Well, with our educated workforce
these days, that doesn’t work anymore. Employees like to
know why tasks are being requested of them so that they
can feel involved and that the task has worth. Let your
employees know why doing the task is important to you, the
organization, and for them.
5. Let Me Understand You
Take time to show sincere interest in your employees as
people. Understand what your employees are passionate
about in their lives. What are their special passions? What
are their personal needs? What brings them joy or pain?
What are their short-range and long-range goals? Once you
understand the answers to these questions, you can move
them to a new level of motivation, because you cared
enough to ask the questions and show interest in their
success. Once you understand your employee’s needs and
goals, they will take more interest in understanding and
achieving your goals.
6. Make Me Proud
Napoleo
I don't encourage managers to wear funny hats, appear in self-deprecating skits, or otherwise emulate Saturday Night Live in an attempt to manufacture an image as, "Look, folks! I'm just one a' the guys!" If clients insist, I do what I can to help. I want the money. But it's not usually such a hot idea.I know it's done. Frequently. And I read reports of the exhilarating effects created by executives who deliver call-to-action keynotes dressed as a gunfighter or sumo wrestler. I notice, also, that these reports are usually writte
5. Let Me Understand You
Take time to show sincere interest in your employees as
people. Understand what your employees are passionate
about in their lives. What are their special passions? What
are their personal needs? What brings them joy or pain?
What are their short-range and long-range goals? Once you
understand the answers to these questions, you can move
them to a new level of motivation, because you cared
enough to ask the questions and show interest in their
success. Once you understand your employee’s needs and
goals, they will take more interest in understanding and
achieving your goals.
6. Make Me Proud
Napoleo
Most people simply hate braggers – individuals who walk around constantly promoting themselves and talking about their accomplishments. In our society, this behavior isn’t looked upon highly.But what’s so horrible about self-promotion? Have you ever noticed that the people who excel at this activity get ahead faster? Natural braggers appear to have only number one in mind – themselves, and this self-aggrandizing behavior creates resentment among others. Keep this key fact in mind: Self-promoters get attention, get noticed by
6. Make Me Proud
Napoleon Bonaparte once said, “A soldier will fight long and
hard for a bit of colored ribbon.” Give your employees the
opportunity to be proud of their work. Reward team
members publicly for a job well done. Give them an
opportunity in a team meeting to explain how they
accomplished the job. Have your organization’s Director,
President, Vice President, etc., give recognition to these
employees by personally sending a note, recognizing them in
an organizational or team meeting, or creating a “Hall or Wall
of Fame” recognition for employees that really have gone
beyond the call of duty.
7. Expect the Best
Expect the best and your employees will rise to that level.
How do you do this? You do it with the words you use. Are
you expressing positive expectations, or are you using
words (kind of, sort of, we’ll try, we have to, we haven’t
done that before, and that will never work) that communicate
negative expectations? What does your body language say
about you? Does it say, “I’m ready to take on any challenge,
and I expect you can also;” or does your body language say
“Please don’t give me another problem. I can’t handle it.”
Do our recognitions and rewards move our employees to do their best? Do we consistently communicate our standards and expectations for the best? Do we coach our team to always do better?
8. Walk the Talk
Our employees model our behavior. If we are confident
about a major change in the organization, our employees will
follow our behavior. If we come in late and leave early,
guess what will happen? Remember, even when you don’t
think someone is watching…they are always watching. Set
the example for others to follow.
Apply these eight simple rules of motivation and you, too, will have the skills to motivate your team to be inspired, innovative, self-directed, and highly productive employees.
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