Mindset and Motivation

It is a truth universally acknowledged that an employee in possession of an occupation must be in want of a paycheck. – Slightly Modified Jane Austen

While it is true that some employees or coworkers are naturally self-motivated, it is equally true that even a self-starter often needs a reason to push themselves a little further. Most self-motivated individuals are so because of their own internal framework; they find their motivation intrinsically. It may be their love for the job or the people they serve, the joy of learning or progressing in the process, or the satisfaction of accomplishment that pushes them forward. A self-motivated person is motivated from within.

Someone that is motivated by external rewards finds their satisfaction in outside resources: think pay raises, bonuses, promotions, or praise and recognition. Most people are likely to be some blend of both. Because truth be told, even the most self-motivated employees would say they wouldn’t want to do their job for free.

Signs of a Lack of Motivation

If you make a mental inventory of your human resources at the office, take note of any of these things that can indicate that motivation among your staff might be lower than you want:

·         Lack of engagement and effort

·         Decreased productivity

·         Abundance of missed days or a habit of being late to work

·         Boredom or apathy toward their work

·         Mood or attitude changes

Again, most people are more inclined to be motivated by a combination of internal and external rewards. External rewards are self-explanatory; most people appreciate a pay increase or promotion. If you’re fortunate enough to have mostly self-motivated personnel, the best way to help their internal reward system to flourish is to create an environment in which these internal rewards can be realized. Offering ways for this person to advance their skills, their knowledge, their responsibilities, etc. are ways to foster new growth, development, and personal incentive.

Creating a Thriving Environment

Other ways to create this type of environment include direct interaction with you. Everyone wants to feel valued in their workplace. Words of affirmation can go a long way with most people, especially when they are backed up with an overall positive mindset and an approachable leader.

Don’t be afraid to be transparent. Leadership is best respected when it’s coupled with authenticity. Empathy and accountability can coexist; let it. A leader who is both understanding but also holds coworkers accountable is a solid foundation for any business. That balance can be obscure, but it is worth the effort to find and hold it.

Being authentic also means genuinely caring about others and their lives. Invest in those around you in such a way that they feel they can trust you. Take note when someone mentions their mother in the hospital or an upcoming graduation or wedding. Ask them about it and be interested. When an employee or coworker feels like you care about them as a person (and they can tell when it’s genuine), loyalty is nurtured in them.

Building trust is paramount in any relationship, and a working relationship is no different. Trust is established by balancing autonomy with accountability. Allowing space for employees or coworkers to own their work is one of the most empowering gifts a leader can give! Micromanagement stifles creativity, innovation, and problem solving. Again, this requires some balance: too little autonomy feels controlling; too much autonomy creates chaos. Equilibrium here will promote ownership in those who want to be motivated.

Lead with grace. Mistakes and bad decisions will be made by all, including you and me. It’s part of life as a human. Lean into your own humanity by being transparent; lean into it again by showing grace with others. Understand we are all in need.

Even if you’re not the business owner and/or supervisor in your workplace, don’t underestimate the influence a coworker can have. We all have a part to play in this orchestra.

Clear communication is a must in any relationship, including in the workplace. Mutual understanding of both your requirements and their needs is crucial to a healthy, productive environment. Watch for a future blog post that will concentrate exclusively on this important topic.

Staying in tune with your employees and coworkers creates a pleasant environment for them and for you. Of course, you and I can’t control other people’s responses, but we can impact our workplace and the lives of others around us when we’re intentional. Nearly everyone can appreciate external recognition, but never underestimate the value of building someone up internally too.