The “Go-To” guy….every manager has one. You know who I am talking about, that person you count on for everything. Great person to have on the team to be sure, but by relying on them completely you are doing not only them but the rest of your staff a disservice as well.
Your “Go-To” can get anything done. They are fast and accurate and you trust them with all of the important assignments. Logical, I know, but the damage you are doing seems to defy logic and may happen so gradually that you don’t even realize there is a problem until it is too late.
Traditional motivational theories tell us that people need to have responsibility and need to feel valued to stay motivated. So by this logic, our top performer should feel great being relied on so heavily. But two things are at play here. First, it is important to note that one thing that can cause dissatisfaction is unfair treatment. Is it fair to keep burdening your A-player with extra work? Just because they can do it, does it mean they should have to? And let’s not forget the rest of your staff. How are they feeling when they see the “important stuff” going to the same person over and over? My guess is that they feel that you don’t trust them. That lack of trust (real or perceived) is a morale killer in and of itself.
The other consideration comes down to equity as well. Does the “Go-To” person receive compensation that is in line with the additional responsibilities or has it just become an expectation that this individual be given extra work or tougher assignments simply because you know you can count on them getting done? If the output (compensation) does not equal input (the employee’s capability and hard work), Adam’s Equity Theory, as well as others of course, tells us that the employee will become dissatisfied and will reduce effort, become disgruntled or disruptive and in extreme cases will leave the job, or should I say leave you?
The decision is not easy and will require work on your part but you have to choose to either distribute the responsibility (which is a terrific opportunity to allow other employees to shine) or come to the conclusion that you will continue on the current path knowing that there is a chance that eventually you will likely loose one or more truly valuable assets to your organization.
If you are shooting for higher productivity, look to psychology not policy. Productivity is the result of motivated employees. Motivated employees are not the result of policies….let me repeat that. Motivated employees are not the result of policies.
Managers worry about when employees come and go, when they take a break and for how long, how long they spend on the internet, and on and on. So their first instinct is to create a policy to limit what the employee can do. Sounds sensible, right? Hmmmm….I don’t think so.
To find out what really motivates employees, you need to have an understanding of motivational theories. Motivational theories are psychological understandings of what can inspire people to extend their abilities and to perform to the best of those talents.
There are many great theories out there and it is certainly worth the time and effort required to at least garner a basic knowledge of some of the most prominent. Maslow’s Hierarchy of Needs, Herzberg’s Two-factor Theory and Alderfer’s ERG Theory are three good ones to investigate.
You will find one theory after another out there and most have their merits. Bottom line is each will discuss what people need to be motivate in the workplace and most will discuss what can kill that motivation.
People want to feel trusted, they need to be able to express creativity, they want growth opportunities, they want what they give to their job to equal what they feel they get in return…not once will you hear that people want to inundated with rules, micromanaged and controlled. Yet, that is exactly what some policies do.
Now don’t misunderstand me, policies are necessary to run a smooth operation just as laws are necessary to have orderly neighborhoods. There is a line however, between laws for an orderly neighborhood and a military state where people are oppressed by the government. It is exactly the same with an organization and its policies- less can be more; more creativity, more trust, more loyalty and more productivity.
Understanding your employees and learning what motivates them will give you the productivity you are looking for without writing a single prohibitive policy. Give them a try!
I just finished watching the movie about the NFL football player, Michael Oher. Of course, the movie is very inspiring and has wonderful life lessons weaved throughout. Today as I contemplated those lessons I had a thought not about what did happen to this young man but what could have happened. In one scene, Lee Ann walks on to the practice field and has a talk with Michael to motivate him to make the right plays. That scene was absolutely pivotal to Michael’s success and it occurred to me that it was because Lee Ann knew how to motivate Michael that he was ultimately able to succeed.
It wasn’t that the coach did not want Michael to succeed. He did what he knew to do to improve Michael’s performance- it just was not the right thing for this player. If Lee Ann had not stepped in, could Michael have ever reached the level of success he now enjoys? Or would he been doomed to mediocre performance because he never discovered the right motivation to become great? Is the same thing true for our employees? If we don’t find the meaningful way to reach each individual employee, could we be missing out on the opportunity to help make them great?
If there was ever a glowing example on why it is vital that managers get to know their employees and work to discover what motivates them on a personal level, this is it. So, how in the world can you figure out what makes your employees thrive? Start with the basics and work from there.
- Mission and Vision Statements– Do your employees know where they are going and why? With well articulated statements, an employee can understand their role in your organization and will feel part of the big picture. Everyone wants to feel part of something bigger than themselves- this helps achieve that need.
- Human Resource Strategies– Your employees are your greatest asset and your HR policies need to reflect the fact that you understand this and that you are striving to care for your employee’s best interests. This would include basics like compensation and benefit packages as well as internal motivators like training and development opportunities.
- Extra-mile incentives– Performance based incentive programs help to motivate employees to go the extra mile. Identifying opportunities to provide bonuses, flex time, additional education resources, and anything else that rewards the employee for high performance or enables them to increase their performance levels can be great motivators.
- Daily encouragement– Please do not discount the impact of a kind word and the gift of time. Sincere appreciation and acknowledgement of the employee is a hugely, often overlooked way to motivate your employees. A simple thank you, giving your employee your time to listen to their ideas and concerns, understanding and providing the tools that they need to be effective in their jobs are effective daily things that managers can do to help your employees become successful.
There is no magic formula to employee motivation because what moves each person is as individual as the person himself. It is an understandingly daunting task to uncover this information but using the basics above begins you on the path to providing the strong foundation needed to create a motivation program that will develop super-star employees.