During recent testing times in the business environment, where organisations are experiencing more rapid change than usual, how to motivate employees remains a vital question.
The short answer is there is no short answer.
I remember being asked at a job interview years ago, ‘What motivates you?’ I was unprepared for this question. I knew in that period of my life that my level of motivation (or how motivated I felt) was consistent over quite large chunks of time – it didn’t fluctuate on a daily, or even a weekly, basis. I remember muttering something to my interviewer about needing to enjoy my work, and that being in a supportive environment was important to me. It all seemed a bit woolly.
The reality is, motivation is a very personal thing - it’s different for different people. And if your colleagues are anything like I was 15 years ago, they may struggle to articulate what works for them. So if you truly want to help your team members be more motivated, consider taking a ‘coaching’ approach to find out what works for each of them. Ask questions, observe, and listen to responses. Don’t be satisfied with the first answer - for example ‘I like to be in a supportive environment’ - be curious, and find out what that means for them.
Let’s consider what can happen when people experience change. We’re talking about all sorts of change here, for example a redundancy process; restructuring; merger / acquisition.
The Transition Curve
Adapted from the Grief Curve which was developed by Dr. Elisabeth Kübler-Ross, the Transition Curve illustrates 6 stages of change. It identifies typical reactions and emotions evoked for individuals by change. The first 3 of these stages have a marked negative impact over time, reducing competence and productivity for the individual. These are:
1. Shock and Denial [generating avoidance; fear; confusion; numbness; blame]
2. Anger [generating anxiety; embarrassment; frustration; irritation; shame]
3. Depression & Detachment [generating a sense of being overwhelmed; lack of energy; helplessness]
The remaining three stages, which represent the upwards trajectory of the curve, have a positive impact, building competence and increasing productivity once again. These stages are:
4. Dialogue & Bargaining [reaching out to others; desire to tell one’s story; struggling to find a meaning for what has happened]
5. Acceptance [exploring options; a new plan in place]
6. Return to Meaningful Life [security; meaning; empowerment; self-esteem]
Some valuable points arise:
When your organisation experiences change, there are some generic tactics that will help you motivate and engage your team or workforce.
5 Tips
1. Understand.
It is important to understand the effects of change on your colleagues. Start with those close to you (subordinates, peers, managers) and listen to them. Colleagues want to be heard and their unique circumstances acknowledged. People are realistic – they know what challenges their company faces, and recognise when it’s time to ‘get on with it’. Understanding carries no cost and can help people move on and re-focus more rapidly.
2. Set clear direction.
Company goals may have changed, with the business steering a new path. It is important to tell employees this. Be clear about priorities, and let each person know what part they need to play. Employees need to know they are doing meaningful work that contributes to the success of their organisation.
3. Communicate effectively from the top down.
If poor internal communication was an issue before the changes, now is the time to address it with new approaches. Be clear about key messages - how they might be received, and what action you want recipients to take; review appropriate media (e.g. in-person announcements, newsletter, intranet, and email); and take ownership for the reaction of your audience.
4. Value employee input.
Remember to say ‘thank you’ to employees when they do a good piece of work - be specific and keep it genuine.
5. Beware of ‘frivolous’ team building activity.
Fun team activities such as go-carting have their place, but can be ill received following a period of prolonged change. Employees need to know that any engagement activity they are mandated to attend has the right motives, cast iron outcomes and a genuine business imperative.
In summary
Act in the interests of the company; provide first class leadership and direction; and respect employees as the unique individuals they are. Companies best able to engage with their employees, to help them progress through the transition curve, are those most likely to emerge with a motivated and productive workforce.
Contact us for a confidential discussion about employee motivation in your organization.
us or call +44 (0) 845 224 5657.
© Helen Krag, 2009