The biggest frustration leaders have when it comes to motivating team members is that people are motivated differently, and the same incentive plan that will drive one employee to perform will not leave much of an impression on another one.
There’s also a fine line between inspiring employees to engage and take ownership of their work, which is what you want, and constantly checking up on them to make sure they are doing their work, which you don’t want. If you’d like help making this shift on your team, contact Nahid to schedule a complimentary consultation.
If you’d like to read an article on motivating employees by asking good questions, click here.
There are two books that I love related to motivation because they do a great job of showing the common pitfalls organizations run into when setting up incentive systems. The first book, “Influencer”, helps you figure out the “key behaviors” that will drive performance and gives you practical things you can do in your organizational structure, training programs and incentive systems to drive the changes you want to see.
You can click on the picture of the book below to get more information from Amazon:
The second book, “Drive” is more personal, and provides really great insight into how individuals are motivated, and why many incentive systems actually do the opposite of what they are trying to achieve. You can click on the picture of the book below to get more information from Amazon:
If you would like to get some coaching on your current performance management system and what changes might make it more effective, send me an e-mail, and we’ll get a phone consultation scheduled right away.