Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark
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- Опубликовано: 10 май 2024
- It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success.
Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at ted.com/tedx
I’ve been teaching this for years. NEVER MOTIVATE. You can’t motivate other people. You can inspire (which is temporary) but you cant motivate (which is more meaningful and lasting). Leaders waste tremendous amounts of energy and time trying to motivate people they’re already paying to do the job. Instead work on creating an environment where SELF motivation is expected, encouraged, and incentivized.
I am lower-level management at a grocery store, and I'm VERY new to my position. I work with a bunch of grown children that believe they are only there for an easy check. I have no respect from most of my front end workers (cashiers), and I know its partly my fault because I have let them get away with everything. I moved up so quickly because I'm such a hard worker. I have a good attitude I'm a fast learner and a self-starter... I expect other ADULTS to be able to do the same... but they're just not.
Its causing chaos (even more so now with what's going on in the world) in my store... Idk. I just wish i had a little more of what it takes to be a leader, but I cannot figure out how to lead (besides leading by example and I do _a lot_ of that but it does not work) these people who have absolutely no ambition and are mostly on the bottom tier of low performers. I eventually want to move up, but if I let my department fall apart, I may never get there.
Im going to check out your channel
@@spaceedementia I have the same problem
@@spaceedementia do you have regular 1 on 1 talks with your subordinates?
@@DaniCalifornia44 lol... I actually made grocery manager, but no.. that wasn't something I did. I did have open dialogs with all of my cashiers, but nothing ever too productive. Definitely nothing that was planned out or handed down from higher ups
@@spaceedementia 3$
I like the part of pain driven and pleasure driven motivation. It gives an idea on how you tackle each individual rather than having say you you want regardless if there is motivation or not.
This is a great lesson about how to manage teams based on their motivational style "pain-driven" or "pleasure driven". Also, I really loved this second part on the hiring of people, and how "managers who are " humanbeings" can be biased when evaluating a candidate for a job.
As an employer. There is a true statement we abide by. “ take care of your employees they will take care of your business”. Take care of them as people and the people will care about you and your business....
The point about being hardwired to connect is absolutely true. From everyday interactions to media like literature and television shows, humans strive to relate to one another and see shared values in each other to connect.
Motivation is often an organic result that comes from Employees who genuinly feel and shown appreciation for their efforts. Countless studies by Gallup and Harvard confirm our intrinsic need to be appreciated. True Recognition encourages, motivates while creating competition within to reach new heights.
Agree 100% , but just saying" I appreciate you work" it's not enough.
Little bonus would help but it encounters with employers greed.
Since we all know the main objective for business is profit.
Real talk
This is so inaccurate. This woman needs to look at settled science that exists on motivation….empirical research and not word salad faddish phrasing of opinions.
You know I've tried that with a certain employee and they just continue not to care always doing the bare minimum and trying to convince other team members to take longer breaks and to so down their own productivity to his level.
I learned early on in the Air Force that, we don't always have to like one another, but instead respect one another and work together towards a common goal. If we do happen to like each other, that's just icing on the cake.
My Electric bills, water bills, internet bills, my monthly house installment always be my best motivations...
É verdade, pobre tem que ter automotivacao senão passa fome
My biggest takeaway: “Our brains will never be fully realized unless we are part of a healthy group.”
This is powerful and resonates with me. Thank you 🥰
This video pushed me to re-think on how to motivate people. Thank you VERY much Kerry Goyette.
Tasty Not tasty 10 months on, how's it going? I've seen workplaces made and broken by this issue of engagement and motivation. And in a medium sized shop, it often comes down to one or two crucial administrators who set the tone for the whole culture. I've seen places where they had the keys to the kingdom, everything needed to get the best out everyone, except a manager who cared anything about morale or any other human aspect of work. So leadership has begun to mean a lot to me.
After being forced to participate in an experimental medical procedure to keep my job i am now very motivated to be counterproductive at work and disengaged forever.
This brilliantly describes a dynamic we've been trying to deal with for years.
This was a pretty decent lesson except that it leaves out a few critical aspects of employee motivation. Employees can come to the job motivation but their behavior would be the dependent variable in the situation. The independent variable is the leader and their leadership style. A highly self motivated individual can decrease in productivity, morale and satisfaction if the leadership style they work under is toxic.
If this message is towards managers and leaders then it should say that the only way to bring out motivation in employees is by creating the right atmosphere for employees to motivate themselves. I completely agree that organizations must invest in their employees. No matter how motivated an employee can be, they will not succeed if they are not given or offered the resources they need to perform. Employee motivation is more about the leaders they work under than the actual employee. Have well trained, knowledgeable and open leaders that followers will want to work for and the motivation will come naturally. Toxic leaders will only drive their highly motivated employees away.
Nestor Zelarayan , Boy, do you have that right. I worked for an organization, in the same area, under three supervisors. The work place was difficult during all three individuals. However, under the first two supervisors you felt support and your efforts were acknowledged and appreciated. That in turn kept our department moving forward. Under the third supervisor things were so toxic that work production decreased massively. Most of my co-workers spent more time complaining than working. I finally quit, being more concerned about my health than my income.
Employees leave managers, not organization. Even when you are the highest performer, if you are insecure about your boss and distrust your boss, then you will leave. Manager is the org. It's not about finding the right fit, it's about understanding your responsibilities as a leader and putting your knowledge and experience to motivate and coach.
A lot of this stuff that they are talking about it may be true. But a lot of people leave their jobs because they've been harassed. Or they been set up by their superintendent or supervisor or HR.
First step is too understand what hundred years of learning about people and its association with who we are as humans and our bio chemical hormonal neurological activities that governed every act and vocilization and perception.. a phd in neuroscience info isn't available to laymen but this science effects us all
Uhm, that would be her, such a dehydrated leader. She's a bad first level leader at best.
Such a great topic...Needs great amount of conviction to transform to others.....I had expected more!!!
This is glorious, been searching for "who wrote the original law of attraction?" for a while now, and I think this has helped. Ever heard of - Renackson Rudimentary Recognition - (Have a quick look on google cant remember the place now ) ? It is an awesome exclusive guide for discovering how to use your mind to manifest amazing success in life minus the normal expense. Ive heard some super things about it and my m8 got cool results with it.
This talk is a baby step towards understanding motivation. So extremely shallow in all aspects, but headed in the right direction. If this is new and inspiring then we have a looong way to go together.
True; however, this baby step is often times overlooked. To me, understanding the fundamentals of motivation will help companies get better results in the long run.
Pro tip if you are watching these talks for school: set the playback speed to 1.5, the long pauses for dramatic effect are so annoying
You're partially right with a couple of exceptions. You can't assume they're already motivated. Tending a garden in a dessert or a swamp, requires different watering policies. Motivation is more about meeting/satisfying the values of the people involved, which can be hard to read/address. And it's not always about the motivation of the individuals. It could also be about the potential/opportunity they're denied. When you mentioned the clean-up crew, do they/other's have the opportunity to switch jobs around to avoid any ruts? They're not robots, you know. Everybody's motivation/values need to be re-examined once in awhile.
Dennis R. Levesque I think you mean “ desert “. Desert has sand and dessert is like ice cream.
Dennis, your explanation is simply a repetition of what this lady has stated but worded differently.
@@Boli4161 I'm sorry the subtle nuances went over your head.
I agree with you partially. We're all motivated to some level but sometimes it does require an external force or action to bring out the motivation that was held captive.
You can be the best motivator out there and give incentives to have your employees do their jobs well.
But if you have an employee who is not interested in doing the job. No amount of pep talk, training nor incentives will make them work.
True, usually I try to gauge on where their mind is, if it's elsewhere you have a problem.
You won my heart with the Merry and John story, as it solved a critical problem I am facing since 5 years.
Thank you very much !!!
In my experiece, people are in fact motivated by different stimulus. One common denominator I have noticed, is that an employee who wants their boss to succeed, is often good motivation. A group that likes their boss, often will be more motivated to do a good job. Having a boss that everyone hates, often has the opposite long term effect. Just my experience..... * Disclaimer: This theory does not apply to psychopaths.
In my experience, having many high performers in a team that are heathy keep the low performers in check and can lift some up who are receptive. Conversely, having mostly low performers that are toxic drag the high performers down no matter how stable and productive they are. Chaos is the goal of toxic people.
I’ve noticed a theme with these Ted talks. They tell you what’s wrong with what you’re doing but they never go in detail and explain how to do it correctly.
Its simple....talking without saying anything deserves no answers or complexity of thought searching for an answer to your question.
TED talks are used to inspire you, then you can go off and do your own research.
maillaarni Disagree.
@maillaarni absolutely true...nothing is free in this world... And no one other than your family really care about your own enrichment
Santosh Param Sivam you made me cry, yo mister emo 😂
These are very interesting topics to talk about, we constantly think about motivation as something we most we courage as organization, and we do not realize people is already motivated ( not all the time, but sometimes)
Complete and very instructive TY
I think there's something to be said for understanding what demoralizes staff. A poor environment, personal stress, a lack of direction. Compensation as a motivating factor is obvious, but when we talk about staff feeling motivated we're missing the WHY of what would make them feel unmotivated in the first place. You can really just be more "motivational" to your staff by being more empathetic.
love this^
Exactly
I like this. If companies reflect more on the human psychology and behavior, they will discover ways to motivate their people. Some people, no matter what you do to help them, don’t care. Period. :D
I learned this in my NLP practitioner course in META MODELS. Works well when I'm performance coaching.
Tons of great information that is an will be shared among my peers
Watch the entire video. Pay attention to 13:20 -the end. Excellent analysis and opinion.
There are so many theories and principles, that literally covers everything she is saying, Vroom, Tuckman, Belbin, and even basic Maslo are part and parcel of a management degree. The video title is attractive and fabulous though. Thank you.
This is very profound to me. And it makes a lot of sense. Thank you for this.
Omg. This is the best video ever ! I have an interview on Thursday for manager position. I will definitely study this video for my interview
Motivation is positive energy both internal and external to work that produces positive outcomes to organisation through increase in output and service provision by workers.
I have just been promoted to team leader in my company, going into an established well run and experienced team. I work in the care sector.
I'm 48, so I have a lot of life experience and about 8yrs experience in care, 4yrs with my current employer. I am looking forward to this and appreciate these videos. Any advice you can give is greatly appreciated.
Just be yourself
i took some minutes to read through the reviews ...funny...it is easy to get what the speaker just said... there are those who are negatively motivated. they observed all the wrong things with the speaker...and those positively motivated ...excited by one or two things that the speaker said. it is fascinating.
my previous class on motivation... teacher came and said you cannot motivate anyone. that motivation is internal drive. i like how the speaker has put it. it cements that message perfectly. that you as an exernal influence can trigger unleashing of that internal drive of someone
Or you could view the comments as just that comments on a persons believe system not that they are negative or positive. It is just how INDIVIDUALS think and process and therefore comment as INDIVIDUALS.
I must agree with Russ, although I do like how perceptive you are. Saying people are either ( + ) or ( - ) is a false dichotomy
I am + on Friday....and - on Monday. The rest of the week is up for grabs. :-)
Thank you for your precious observations
Great insights. Thanks a lot
To be a LEADER start from the BOTTOM see what they see! Don't tell them they are wrong SHOW & TEACH them and they will acknowledge that . Also build up communication skills talk to your employees SHOW them that you care about them. "a BOSS has the TITLE, a LEADER has the PEOPLE" simple ........"Your employees are already motivated. The question is, 'how do I unleash it?'" How do you know if they are motivated if you don't talk to them!? & if they do have Motivation how come they not showing it or so "unleashing it" !? maybe because its YOU the BOSS not the LEADER
Awesome response. It's important to ask questions and dig deeper to unleash the motivation held captive inside of them
I liked this commentary. Its very similar to my study with influence ecology. Personalities transact their own way and are driven differently. Put them in the right positions and understand how to transact with them and they will believe in the goal.
Have you ever been in the military. Your comment about putting people in their right positions and they will believe. Then how does the platoon leader take a skinny 21 year old GED educated kid who didn't even own or fire a BB gun to pick up a weapon and put a piece of metal in another human being (over and over and over again)? You can motivate a lot of different people a lot of different ways but survival either in war or business is the greatest motivator that separates the surviving from those 'not so much'....
Thank you for the insightful talk. It was illuminating to see motivation from the 'pain-avoidance' perspective
@ShaeMacMilan Try study the Psychology chapter "Defense mechanisms" "Resilience" and think in advance how to prevent being affected by surroundings at work, at home or where ever you make your daily activities. When you have aquired that knowledge, you dont to connect with stresfull stereotypes.
This is a great piece
One thing that stood out to me is when she said; “The hiring decision is made in the first 3-5 min of an interview. “
The admission of this is powerful; and yet I cannot help but think this adds to the issue of diversity and inclusion within certain industries. Also important to think about motivation factors for people who do not match the culture of a company and know how to communicate to them. Anyways good talk !
Super awesome! Love it. Thank you.
"Your employees are already motivated. The question is, 'how do I unleash it?'" Good stuff.
already "motivated" but requiring "unleasing". So they are withholding their motivation? (but its there - you just need to pay these expensive consultants to help 'unleash'). Ye. Right.
I think you hit the nail on the head !
I feel that everyone is entitled with their way of seeing things. Individuals like this speaker has probably never been on the front lines. Motivation is easy , you just need to understand that every employee works different and likes to be motivated differently.
that's what she's saying though, "every employee works different and likes to be motivated differently."
Thank you.
People on the front don't act they react. You need an outsiders perspective to see what is wrong because everyone is just breathing their own fumes.
This is altogether a different aspect of motivating employees. This made me re-think of the whole employee motivation thing.
Maureen O’Connell ;
Key points : unleash the motivation / pleasure driven vs fear driven people, adapt your style / invest on people
I like the way you transfer Your knowledge to others
If U are a teacher let me become your student plz.
.
Love how they copy the applause at the end and repeat it another three times
Like how you wasted 15 words to make a point. Where's your TedTalk link? Let it go... let it go...
Lol
John Martin He doesn't need a ted talk to criticize one. Live in reality.
Aragorn Elessar fake applause
Aragorn Elessar i
Well done Kerry. You make some very good points that I'll share with my management team. Thank you for sharing.
great job, John. Take advice from youtube on how to manage your management team.
@@DemoNiq if he was sitting in the audience would him taking the advice still be as incredulous as you imply it to be?
I'm stopping this video 1/3 of the way through to say the tech job I'm currently in I really don't think I landed through any technical brilliance, instead a hunger to learn and wise management who could see I'd fit with the team. I share an office with 6 guys and we get on like a house on fire. Naturally an introvert my previous role in the organization was in a room with 14 others of varying social skills, which I found much harder and sometimes exhausting, even with good management then too.
BINGO. A solid and tight team reigns over the long haul...
Good thought of defining the motivation
As an employee have no motivation now. I use to, but management has destroyed that.
For years I use to work hard for the company. Considered to be an outstanding employee. On a scale from 1 to 5 I have always been a 5, until last year. Had my review, my boss told me we can't have that type of work ethic in the work place. Management does NOT want to see anymore outstanding employee reviews like mine. Everyone needs to be on an equal playing field in the work place so going above and beyond for the company, like what I have been doing, has got to STOP immediately.
So now I come to work late, watch RUclips videos all day, never return work related phone calls and take 2 hour lunches. My work ethic has dropped tremendously, just like the company wants. They have completely taken the wind out of my sales and have committed myself to doing as little as possible for them. Actually this request from my superiors here has gotten me use to settling into a socialist society existence, which is now what America is becoming. I can't thank management enough for helping me along converting me into becoming like all the other socialist deadbeats here.
If you continue being a 1 or 2 employee, rather than the 5, your brain will train itself that being the inefficient employee is acceptable. I say to you, continue being the 5! Try to motivate your team to be the same by your example. If it’s so bad that you must lower your own standards and expectations of yourself, perhaps you need to have a serious discussion with your employer or even consider a new employer who will appreciate and recognize your extra efforts and pride in your work. Don’t let others drag you down like that. Be your own man. Own yourself!
Probably by the time I'm writing this post you have already left that job. Never settle down to be like chicken when you actually are an eagle.
@@mantaliteyonchampyon8986 no I'm still there, doing nothing, and I mean nothing.
Thank you.
Really great points.
Dr. Jeckle and Mr. Hyde
The dual side of motivation...
Two sides, but when understand The same in electrical engineering then you also note..
One without the other is without current...
Know to blend the power...
I've found so many employees that just don't care about anything. Always checking their phones while "working", spending long breaks during breakfast or in the bathroom, gossiping, moaning about everything, telling how bad the company/managers/customers are.... That's really toxic, too. Nothing is ever good for them.
So true.
Thought provoking. Would be great to add an elaboration on the last argument.
My manager's approach to motivation recalls the old Bob Uecker baseball joke: "Bob, get off the bench, grab a bat and stop that rally!" Motivation counts for nothing with us; what's important is meticulous adherence to our manager's interpretation of corporate policy as handed down from 1200 miles away. We are detailing ourselves right into the ground.
Such a a great and rich content
Employees will be dis-inclined toward motivation and productivity if the executives demonstrate a culturally-corporate disrespect toward subordinates. Translated, if executives treat the workforce with disdain, disrespect, and misjudgment of human behavior, employees will in turn diminish their own motivation.
Completely agree on the Lean projects vs people projects side. I grew up with a lean mindset, and now I have almost completely abandoned it in favor of placing energy in people. I have generated better results in working with people, rather than trying to hit that big ROI number on a project.
🤣Despite you grew up with Lean mindset, I first learned about Lean after high school, in the college. You must be some sort of genius...By the way-you need to understand what are you saying.
My simple take ‘ motivation is a thing to unleash ... as your employees are already motivated ..’
Interesting! Great points made.
I must learn more. I typically think this person is either driven to perform better or adequately or theyre driven to perform bare minimum or not do better or go into minimum routine. and that becomes toxic and others feed of of it.
Brilliant.
Great. So we have two categories of people and their motivation style. This isn't delving deep enough, motivation isn't solely chatting to your employees the "right" way.
I think you are right. You cannot motivate an employee. They are already motivated. That it is an inner drive.
Unless a person has a drive to achieve or get somewhere, no amount of external motivation will or can push him to do something (the way you want him to)
It's simple.
If he does not want to do it, he'll say, 'why bother
it's not hair off my head
It finally and ultimately boils down to goals(individual goals
It is said of people seeking job, they work till they get the job, once they get the job, they stop working
Isn't that profound,...?
So, it altogether boils down to individual goals.
It is only when an individual aligns with the goals of the company that he will start performing (assuming, of course, that he can perform
Remember, Maslow's hierarchy of needs,?
In such case, a person who is not externally motivated, or refuses to respond to external motivation, has, perhaps, to be approached from, 'the' inner perspective.
According to Maslow's hierarchy of needs, the topmost level of motivation pertains to self-actualization needs.
In case where external motivation does not work, perhaps, he may have ego needs, to be appreciated, understood, etc. to which he may respond.
You cannot motivate an employee. Create an environment which is suitable to enable them to perform. There are things that make an employee feel valued. Mastery of the task, sense of autonomy and purpose on the job. During interview we check motivation to job purpose, once inside provide opportunity to master of the job. Finally provide some room for the staff to perform.
First 30 seconds - “organizations, workforce, employees” - ERR WRONG! Start my using the right words, in this case, PEOPLE. Let’s not forget that. I’m a manager myself and HATE when other managers call people resources / directs / org / etc. You have to care and you have to be comfortable getting to know and helping improve people.
GaymerPrime wow, why can’t you just be supportive
Great title
Sometimes it is possible to change from one motivation-style to another, being motivated in projects and creativity but meeting ridicule and negative comments at every turn makes you instead motivated to fear faults. I think that is a huge waste and wish more people understood that because I would like that drive back.
good talk!
I find people to be individuals, so constantly trying to mentally herd them into groups you can understand (so you can control them) is ultimately lazy, and only partially effective. If you want to REALLY motivate someone you have to get to know them, and that uses precious time, which employers almost always don't want to spend. We have had "consultants" for the last 50 years, so would anyone say that most employees are happier now, or not? Yep, you guessed it....
Bingo. It can be as simple as taking your employees on a fishing trip. Or an outing to a baseball game. That's where the real secret lies in developing relationships and making me stronger productive team
Great insight for how do I unleash team members already existing motivation
Good info.
Weak ending.
Agree
I work remotely for a small company 1,000 miles away from me. I'm pretty self-motivated but I still need meaningful work to do. My boss is pretty good but the company owner doesn't feel it's worth the time to talk to our few employees and give them any type of encouragement or motivation. Thus when a client complains he shoots first (i.e. disciplinary notice) and asks questions later, without getting our side first. Thank goodness my much more mild-mannered project manager is in between us, but when I do hear from the big boss it's usually a two word email from which I'm supposed to extract complicated instructions, or he's having a panic attack blaming me for everything that goes wrong. How do you motivate people like that, or create any type of morale when you won't even pick up the phone and talk to your employees? It's a 10 person company, it isn't hard.
As a leader, I just learned so much from your comment. I am relatively young on the virtual leading environment and you just reminded me the importance of connecting with my employees 2000 miles away. Thank you!
What drives human behaviors?
Myth around motivation - what drives motivation
Motivation is about energy
It's also about quality
Productive x counter productive
Maximizing our productive motivation, minimizing counter productive motivation
It drags top performers down
Need to be careful to engineer our team
People have different motivation styles
Seek pleasure, avoid pain
Your employees already motivated
I don't understand how Bob is motivated - the problem is with me.
1. Hire for motivation-fit
Time has started
How to motivate your employees . How about spreading that team money around
YES
Agree 100% , but just saying" I appreciate you work" it's not enough.
Little bonus would help but it encounters with employers greed.
Since we all know the main objective for business is profit.
Yes try waste time and resources in wrong places. Remember to not ask indivaidual each member of the team before you start training them... Than for sure you have applied your "study knowledge " and create only Synergy Effects. The wheater forecast was done for one or more reasons: to forecast the rain, the warm, the humidity levels ...
Great message. If I were to make one critique it would be to practice giving speeches more. I could tell the nerves impacted your delivery.
it seems like her idea of motivation is selling hope or fear to an employee in exchange for increased productivity. This is all about taking value from employees to increase company profit without any real rewards for employee achievement. This just tells hiring managers to only hire people they can easily manipulate.
Thats absolutely what most big companies are doing these days..
@@ramyavenkatraman1079 I don't think so. It is all about human needs. Some need stability but other need to thrive. My role is to help people find their comfort zone and keep it. Is that a good idea?
What I learn from this is probably that some HR people tend to have a bias before hiring. I would say that in some years after exponential develop of AI in general, we would input "hard skills" and "soft skills" needed in the job description, so we can use AI as reviewer for removing this kind of decisions driven by emotions.
Why you go to get a job if you dont study in advance the company´s cultural background ? Is not bias, is the fact that you dont fit in that position. If your "emotional status " is your drive factor than you shall go and try once and if you see that is provoking negative feelings than you know to go .
At my job, i was motivated at first then that motivation faded away with each passing day. Could be my outside work life affecting me, could be the food i eat not getting the right energy, could be because i'm aware of how low everyone gets paid knowing everyone deserves more than $15H, could be that i became aware of the flaws the companys work process from the outdated tech/equipment they use, many different things affect the motivation. I stopped caring about my motivation when i was told i was getting a write up for having a 92% performance for not hitting 100% knowing damn well their equipment doesn't work 100% of the time. Just waiting to get fired.
Been there. In my case I discovered I hit my learning plateau, bored, and mostly underappreciated. I resigned, and opened new wonderful and fullfilling doors. You may be over qualified and deserve better. All the best.
The key is to find a company that facilitates and encourages your growth. When/if you do, be sure not to take it for granted, and strive for greatness even if it feels like you're spinning your wheels.
Mel Robbins is another great resource in this domain.
How do you interview for motivation? Do you have example interview questions?
Seeing as this appears to be US centric, perhaps paying employees a fair wage and cutting down on corporate bonuses🤷♂️
Agree 100% , but just saying" I appreciate you work" it's not enough.
Little bonus would help but it encounters with employers greed.
Since we all know the main objective for business is profit.
ya most of the manager keep the employees busy to keep them stay employees. whenever you got full stamina after work(good for employees for work on their own project once at home, risk to lose the employees). The next day they gonna aim at you to pressing you more (low stamina, tried, sleep, get-up and go to work,)
Discipline, discipline, discipline!
You can discipline all you want, all that does is lead to high turnover and more of the same.
Here’s the key to motivating your employees: kick out your middle man.
There was a point that is true: a team is not only an Able Body group... Startaking inclusive and diversive teams and motivate them to be themselves and now you have a great team
BOB is smart !!! :)
The answer is easy ,
Pay a excellent income ,
Offer time off ,
Offer excellent health benefits ,
The reason employees are cynical is because of the employer
Everything starts from the very top
What would be awesome if the employer would have a daycare with a nurse on the premises
Paying an excellent income usually has the opposite effect. Employees that are paid above their expected salary usually develop an artificially inflated self worth and will often end up holding you to ransom or constantly demanding more money. People that start out in business often think they'll have the best staff if they pay more, it 100% does not work like this. The best workers I have are paid minimum wage. I have to literally force myself from giving them bonuses or any kind of perks. Not because I'm a scrooge, but because I know the moment I do their standards will drop.
I can admit I focus on risks. Thing is, I am more skilled at designing elegant solutions for businesses than most despite this focus. But in the tech industry, if you do the hard work of improving high maintenance defective systems first, you tend to be made a subordinate of someone who acts like a visionary and often far less skilled.
I have an idea !!! DON'T LIE and CHEAT THEM !!!
agree
I'm highly motivated by higher pay. But HR doesn't believe that I deserve it, even though everyone on my team and my manager do. It sucks i have to look for another job to get the pay i want.
mba2ceo right They never want to do the simple things
Like treat people right 😂😂😂
mac1bc What do you do?
KanD Johnson engineer
The quality minds can do wonders - to narrate what is quality, it is some objective towards the work I found it from school level idea but affects at workshop....
Everything is learning...
The companies are intended to place right employees in right place they concern on application factors few times but most important view is aptitude because one person can change the P.V ratio either positive or negative so... Soul investigation is required to implement productivity and enrich goals of company.
If there is no reward for working hard is my number one killer of my motivation. If there is no reward for working hard or you lie about reward you get the minimum effort. I could careless how you are talk to me as long as I’m getting paid well.I think my old boss listen to her because she thought telling me good job means you don’t have to pay me more.
Really eye opening talk !
Bob doesn’t wanna loose his job! :)
WOWOWOW
I think i just felt in love
Is there some documentation that goes along with the video? Ms. Goyette mentions "four motivating factors," then discusses two. What are the other two? On the pleasure side, there's Ambition and Accountability, and she uses Ambition in her example. But what is accountability? On the pain side there's Bob who is motivated by... pain. I assume pain has two factors as well, but they're never mentioned. What specific aspect of pain is Bob motivated by?
I only want to work in a co-operative.