Motivation

May 1, 2007

I’ve got good news and bad news. First the good news: as a manager, having motivated employees is completely within your control. It doesn’t matter how big your budget is, how many employees you have, or how high in the corporate food chain you are. It is absolutely within your power to have motivated and enthusiastic employees.

Now the bad news: having motivated employees is your responsibility – yours and yours alone. It’s not the responsibility of the HR department or some disconnected “Chief Culture Officer”. It is your responsibility. And it gets worse – if you want to motivate your employees, you have to mean it.

So, before you read any further you need to ask yourself a question: do you feel motivated? Do you want to motivate your employees? Do you want to motivate your employees because you want them to feel the same commitment and passion you do? Or because you want to squeeze a few more hours out of their already long work day?

Motivation is all about communication and vision. It’s about transferring your own motivation and drive to your employees. If you don’t believe in the vision, then no amount of “employee retreats” or “team building exercises” are going to make a difference.

So again, ask yourself if you really feel it. If you don’t, it might be a good idea to step aside so someone who is truly motivated can take the reins. On the other hand, if you are motivated and are looking for some tools to help you transfer that motivation to your team, please keep reading.

Still here? Okay well either you’re lying to yourself, you’re really bored and are reading anyway, or you really do feel enthusiastic and want to pass some of that along. Hopefully it’s the latter, but I’m not going to be picky.

I’ve broken this article into four parts:

  1. Being Available
  2. Empathize, to a point
  3. Commitments
  4. General conduct

Part 1 (Being Available) is ready to go now. The other 3 parts will be posted as my time allows.

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