The only way to get people to follow your lead is to ask them to motivate themselves. Using the sales pitch to push solutions to get the employee to listen and agree with the logic of their stance is one of the most common blunders managers make when attempting to motivate difficult personnel. On the other hand, various people have varied motivating motives, values, and prejudices, resulting in different perspectives on what is acceptable. Because the fundamental premise of management is that you cannot change people’s character, this misalignment of perceptions leads to unsatisfactory results. You cannot control people’s actions most of the time. Change either comes from within or does not come at all.
Instead of forcing solutions on others through arguing, it is preferable to coax answers from them. It encourages people to remove the roadblocks to their motivation. The leader must reconsider and modify their perspective on the problem to solve the problems immediately. The leader must view the employee as a person to be understood rather than a problem. A commitment of time and attention is required to find a solution to the problem. Managers can gain insight into what employees care about by having casual talks with them. This includes perceiving the world through the employee’s eyes, comprehending the expectations and desires shaped by necessary experience, and so on.
Following the analysis, the managers must break free from their restrictive thinking and consider all possible solutions to the problem. It would be beneficial to let go of your desire to bring one preset conclusion and instead be open to various possibilities. It would be helpful if you reframed goals to achieve them by compiling a list of possible outcomes. Your goal is to pinpoint the source of the dissatisfaction and provide fresh ways to support your employee’s driving interests.
According to the application, achievement, recognition for achievement, the work itself, responsibility, and progress or advancement are intrinsic motivating aspects of an IT consulting organization. I adore creating and watching how many people enjoy using the code I built for a mobile app for a Hong Kong airline. Despite numerous dissatisfactions caused by bad project management at the top level, our team worked together late at night and on weekends to successfully deliver the product on time. The crew was dissatisfied with the outcome at the end of the project. Why? For their efforts, the team received little acknowledgement. Instead of expressing gratitude, the senior managers criticised the work’s poor quality. Although the excessive timeline was the cause of the problems, they forced the team to work overtime to correct the number of flaws. Many team members departed and sought new employment, providing better external reasons for earning more money.
The firm director called me for a meeting after I resigned and persuaded me to stay; his strategies included listening to my worries and recognizing my exciting career path. I wanted to learn about big data analytics, machine learning, and artificial intelligence and use what I had learned. He then offered me a project that would perfectly meet my motivation, and I was delighted to work on this new tough project involving chatbots. This meeting fixed my motivation problem, and I was able to resume my previous level of performance.
After I decided to stay, it became my mission to convince the rest of my team to come. As a result, I met with each team member one-on-one to learn about their issues and give positive incentives, such as money for lunch and snacks during office hours. When it comes to motivating activity, neuroscience reveals that reward may be more effective than punishment. Dopaminergic neurons in the midbrain activate the “go” signal, travelling up the brain to the motor cortex and controlling the activity. Researches discovered that conditional bonuses were more than twice as successful as unconditional bonuses. It resulted in a 24 per cent rise in sales. Positive reinforcement was more effective in encouraging people. Another study found that happy employees are willing to go beyond their normal duties. These duties are: assisting coworkers, offering to take on special assignments, introducing new ideas and work practices, and attending non-mandatory meetings; these cooperations make their firms more efficient and productive.
As a result, I must adopt a servant leader approach and prioritize my team’s work at the intersection of passion and contribution.
In 2014, Deloitte released a report that: “Up to 87 per cent of America’s workers cannot perform to their full capacity owing to a lack of love for their profession.” Today, it is more important than ever for leaders to use the strategy to drive individuals and the entire workgroup. It can improve morale by dealing with weak team performers and delivering a clear message that poor performance does not necessarily result in a quick dismissal. People will notice a problem-solving-oriented culture. It leads to a more productive and healthy workplace.