There are signals in how your staff behaves that explain where problems lie.
I’m Jeff Altman, The Big Game Hunter and I coach people. I do leadership and career coaching. I’m the head coach for NoBSCoachingAdvice.com, and jJobSearchCoachingHQ.com.
How to motivate your staff. I need to motivate you, my staff. It begs the question of why do you need to do that? What’s going on that makes everyone on your staff need motivation? It’s not like it’s one person; you need to motivate the entire group. If the entire group are problems, if the entire group needs to have a fire lit underneath them, it begs the question again, why? Why do you need to light that fire?
Think about it for a second. The one common denominator? Well, there are actually several common denominators. You’re one of them. The work is a second one of them. The friction within the system that they’re working in is a third and there are many, many more. But let me just start off with you.
How good is your hiring? How good are you at hiring people? Is this a common scenario where you bring on people with all good intentions, and you get less than their best? I remember working in a search firm, where every time there was a problem with one person, all of us were marched into a conference room, sat down with and then we were spoken with about what was going on and what we should do differently. Even though 40 of us were doing the right thing and one person wasn’t. Doesthat make a lot of sense to you, to pull 41 people out of out of their desks and away from their work to talk about something that really exist with one?
Are you speaking with that one person or that small group of people about what’s going on with them? Are you talking with them and saying things along the lines of, “I have the idea that there’s something up with you because I’m not seeing you wish your best these days? Certainly you’re not acting like the person who walked in into my office and was trying to persuade me that I should hire them. What’s going on?”
Talk them through it because, after all, sometimes people have personal problems. They have a parent who’s seriously ill, and they’re not really talking about it; they’re bringing it into work. Sometimes, They are just bored to heck. Sometimes, there are situations where you’ve misled them and, thus, they’re disappointed, and you’re getting half effort. Half effort. And that’s part of you.
Sometimes, the systems in an organization are the problem. What can you do to reduce friction? I worked in a sales oriented environment in search and, suddenly, we’re getting our tools pulled away from us. We’re told to find people like you did in the 1970s. That was certainly demoralizing, and certainly caused many people to leave.
Fundamentally, look at this from a system perspective. There’s a message in their behavior that is communicated to you through their half hearted performance. If you need to keep lighting fires under people, there’s messages in that. That’s because what you want to be doing is hiring people who are inspired to do great things. There’s a fire within them that is determined to be great, to make a serious contribution. When that occurs, you want to encourage them so that they can burn that flame brightly and have people follow them.
You want to hire people who can lead, who can inspire others, and remove interference from their path so they can do great stuff. If you can’t, don’t be surprised that they act in a disappointed way, that you need to constantly motivate them because the system is a problem.
You may be a problem. You may be causing the problems for your people. I don’t know what the answer is. But my job is here is to help you start thinking about a different way of approaching a problem.
Instead of yelling and screaming or being confrontational, you can do it in a very gentle way and still get the results that you want. “I get the idea that something’s up with you. I’m concerned. You don’t seem like the same person who walked into my office who really tried to persuade me to hire them. What’s up? What’s going on for you?” Then shut up and listen. don’t start babbling in a few seconds. Allow them the time to think about it and talk.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” and “No BS Job Search Advice.”
Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)
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