Motivation

I've learned that motivating a group over a long period of time takes a variety of actions.

In the workplace, some people will be motivated by internal competition while others pledge that "we're all in this together" and the only competition is outside of our company. Sellers tend to fall into the prior group while shipping and receiving personnel tend to fall into that latter.

Similarly, some people prefer group recognition, while others prefer individual recognition. Some prefer a very valuable prize (gift card or vacation) for a single recipient, while others prefer a nominal prize for all (pizza party). Some people appreciate a logo'd apparel item while others don't want to be a walking advertisement for the company.

The solution is to try a variety of actions over a period of time. That increases the chances of motivating everyone. It also prevents recognition activities from fading into entitlements.

By the way, a simple and sincere "Thank you" is still appreciated by everyone.

Motivating People

I've learned that it takes a diverse set of actions to motivate a diverse group of people. I've also learned that an action repeated too frequently can lose its effect and morph into an entitlement. So one must try a variety of actions.

Here is a wide variety of ideas that may cover the spectrum of a diverse workforce.

1. A hand written thank you note. I keep a few in my desk at all times.
   
2. A private or public verbal “Thank you”.
   
3. A strong well communicated vision which is in alignment with one’s actions.
   
4. Prompt proactive communication, especially in times of turmoil.
   
5. Communicating in a variety of formats: bulletin boards, meetings, e-mails, mailings, etc.
   
6. Opportunities to bring family to the office: “Bring Your Daughter to Work Day”, holiday parties, retirement parties, first aid training.
   
7. Big prizes such as a vacation for the top producer of the year.
   
8. Small prizes such as T-shirts, gift cards, coffee mugs, and paid time off.
   
9. Learning each person’s strengths and interests, and creating opportunities for development.
   
10. Creating opportunities to advance in a career.
    
11. Deal with unsatisfactory performers promptly and fairly.
    
12. Create a safe work environment. “Safe” means the prevention of injury, but it also means the prevention of retaliation. It should be safe for people to present a contrarian point of view to leadership.
    
13. Care about your co-workers and demonstrate it.