Whether your New Year’s Eve was an event to remember or a night to forget, you’re here in the New Year and your employees are heading into the workplace with resolutions in the back of their minds.
Some of those resolutions may be work-related and some may not. Either way, the new year is an excellent time to rethink how you’re motivating your workplace.
You might have found great success in what you’re already doing and 2018 is a chance to maintain the momentum. However, if there’s been a noticeable lack of chutzpah in the office, it might be time to evaluate if your techniques are actually working.
If you think it’s time for a change, then we have some excellent insight into effective motivation techniques.
Break the Big Goals Down into Small Ones
The new year is a time to cast a new vision for revenue goals. We often put those goals in terms of an entire year or quarter. But experts say breaking your goals down into smaller increments of time can boost your team’s belief in achieving the goal.
In an article on Inc.com, e-commerce expert Nicolas Gremion told the site that simple steps are the best way to reaching that complex goal you’ve been wanting to hit.
“You want lofty ambitions, but set up smaller goals along the way to keep people in it. Rather than make a billion this year, focus on getting 100 new customers this week-something that will get you to that billion,” Gremion said. “Then reward the team for achieving the goal with an afternoon off, a party, etc. They will see that your goals are realistic and everyone benefits from working hard.”
Focus on Knowing Your Employees
One way to sap an employee’s motivation is to place her in a position she doesn’t want that requires skills that she isn’t excited about.
What results is someone who gets burned out quickly, feels purposeless and produces results a lot slower than she would if her job put her in the sweet spot between skill and challenge.
Heather McGough, one of the team members at Lean Startup Company, told Inc. you should see noticeable results as you fine tune your understanding of each person in your workplace.
She suggests a holistic approach to knowing your employees: Respect their ideas and their boundaries.
“Ask what they do and don’t like working on, share the big picture company goals, and respond to their questions. Discern their goals and then invest in their professional growth,” McGough said.
She went on to note that you can spur motivation by doing quick check-ins with your team in which you “listen to their ideas”.
Her last bit of advice? Avoid a negative competition environment.
“Don’t ever pit their goals/timelines against each other,” she said.
Big Goals Start with Individual Goals
If an organization’s big goal is like the destination of a year-long road trip, then it stands to reason that reaching said goal can’t happen unless all the vital components of your car’s engine are working as they should be.
This is why it’s good to check all your fluid levels and your tires before departing. Even the smallest inefficiencies can have big impacts when spread out over one year.
How does this look in your workplace? Forbes contributor Lisa Quast says it’s a matter of creating individual development plans. Work with each member of your team to understand how they want to perform this year and what they want to do to get there.
“Provide them with coaching and mentoring and help them increase their skills and their sense of competence and accomplishment,” Quast wrote.
Your Cubicles Will Play a Role in Motivation and Morale
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Contact us today to learn more about how our panel extenders work and what a typical installation looks like in terms of complexity, time and cost.