Is Performance-Related Pay Right For Your Organisation?

Most organisations pay their employees a set salary per month, or an agreed-upon hourly rate.

While this type of setup works for many firms, it is not a one-fits-all solution. Learn More

3 Important Elements Of Positive Performance Management

The days of the manager who says, ‘My way or the highway!’ have certainly changed. Managing through fear belongs back in the dark ages when the autocratic manager was king. Learn More

5 Ways To Handle An Employee’s Inability To Perform

One of the most popular sessions we cover in our management training is managing poor performance. We are asked many questions about specific people in their teams who are just not performing as they should. Learn More

Three Main Motivators

During your time working with your team members and employees you are going to find that some are more motivated than others. During those times when certain team members seem less motivated you are going to have to find ways to get them back on track. Before you can do so, it will help you to understand that there are three main types of motivation.

The first type of motivation is the promise of some type of reward. The reward may or may not be tangible (recognition, an extra few hours off, or financial). Regardless, people are sometimes more motivated when they believe they are working towards a goal. A paycheck, in this example, simply isn’t enough.

The next type of motivation is the fear of loss – or a fear of being punished if the job isn’t done. You may find that you have to pull a team member aside for a meeting or review in which you lay down an ultimatum – start getting your work done or you may lose your job. This is, of course, an extreme example but in the end those who fear they’ll lose out on any level at all (no bonus, no extra holiday) tend to stay motivated.

Finally, those who have a sense of responsibility or obligation tend to stay motivated. They feel as though they have a sense of duty. Some people can find a sense of responsibility on their own while others may need help finding their purpose. The point is that once they have a sense of purpose they’ll begin to work for and with it.

Are you and the members of your team motivated? If not, what can you to do give them a little push in the right direction?

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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