What The Real Experts Say About Motivation

“Gurus?  Fuhgettaboutit!”

What the Real Experts Say About Motivation

Once in a great while, someone comes along who “unlocks a code.”

-  Ted Williams on the “Secrets of Hitting”

-  Peter Lynch on the  “Secrets of Investing”

-  Sam Walton on the  “Secrets of Retailing”

-  John Gray in “Men are from Mars, Women are from Venus.”

On the subject of workplace motivation, we are convinced that Dr. Frederick Herzberg is our quintessential code breaker.  Dr. Herzberg has written articles on Motivation that have been the most successful ever written in the prestigious Harvard Business Review.

Dr. Herzberg begins his treatise by listing the five ways to get someone to do something as positive KITA.  The term KITA is, as you can guess, a delicate way of saying that some employees need a “Kick In The Ass” to motivate them.

The five ways to get someone to do something are:

1. Ask’em

2. Tell’em

3. Give’em money

4. Show’em how

5. Kick’em

Unfortunately, most managers apply the KITA approaches. Here is a more comprehensive review of Dr. Herzberg’s Job Motivators and Dissatisfiers and what you need to do to access them.  They certain deserve this second look.

Job Motivators

The four main Job Motivators are resident in JOB CONTENT, and if in place, lead to JOB SATISFACTION.  We will define each Motivator, then we will list a 5-Star “To Do’s” list that will help you to improve the motivating nature of your workplace.

I.  Achievement

Definition: Accomplishment of objectives and realization of goals.

To Do’s:

• Define the word “Achievement” and what it means to you . . .    personally
• Arrive at mutual agreement with supervisor on specific goals to be achieved
• Set specific checkpoints for assessment
• Identify and remove roadblocks to Performance
• Decide what it takes for you to “do a good day’s work”

“Men of genius do not excel in a profession because they labor in it;
they labor in it because they excel.” William Hazlitt

II.  Advancement

Definition: Getting ahead in the organization and growing in the job by building a climate of personal psychological growth.

To Do’s:

• Categorize effort into three categories  – minimal, expected, and extraordinary
• Think creatively to decide on what constitutes extraordinary performance
• Verify with the manager how you will be advanced and how you can grow
• Promote a sense of cooperation toward tasks
• ?Be consistent in maintaining high work standards

III.  Recognition/Appreciation of Contribution

Definition: Awarding and recognizing achievement of positive performance  “For all tosee.”

To Do’s:

• Use Sincere Compliments as a tool for Recognition
• Ask for the 3 P’s . . . Points, Pens, and Plaques
• ?Introduce new people to everyone in the organization
• ?Realization that EACH person’s work does create Value
• Extra credit should be given for new and better ways to serve Customers

“The two things that people want more than sex and money
are recognition and praise.” Mary Kay Ash

IV.  Responsibility

Definition: Assigning accountability to tasks while giving the leeway and authority to allow task completion.

To Do’s:

• ??When given responsibility, ALWAYS ask for Authority!
• Determine how the task(s) fit into the “Big Picture”
• When given responsibility, trust management to get out of your way and let you get the Job done
• When given responsibility, trust management to let you “Fix what is wrong”
• Focus on “What is right”

V.  The Work

Definition: This is “The Job.”  The potential growth areas are Job Enrichment and Job                               Enlargement.

To Do’s:

• Sit with the Manager and identify how the Job can be made richer.
• Sit with the Manager and identify how the Job can be made larger.
• Approach the Job with the attitude that it can be changed; i.e., made better.
• ??Resist Mentoring others, which is not Job Enlargement, it is just Job Loading.  It is the process whereby management relinquishes his/her responsibility to coach and counsel [especially new employees] and passes it on to you.  But do they give you any

Authority – no!  Just more work!

Co-author Steve Carroll is president and CEO of Lee DuBois Technologies (www.leedubois.com).  Lee DuBois Technologies offers sales training and talent development for individuals and corporations.  To purchase a copy of Don’t Sell Yourself Short…Be All That You Can Be!, visit the website, www.dontsellyourselfshort.net .