Everybody loves to be
praised! It does not matter what
position they are in or what job they do, they will enjoy the feeling that they
are doing a good job.
When people are praised for
doing something well they are more likely to want to do it well again, which
leads to further praise and a positive upward spiral.
Sadly praise is lacking in
most work places and the only time people receive feedback is when it is
negative. Of course negative feedback is
part of life and can be essential to improvement but if all feedback is
negative, especially in the form of criticism, people will eventually shy away
A sure fire way of destroying
morale and building a culture of hiding mistakes.
sure everyone knows the mission
Every company has a goal, but
do the team know in crystal clear terms what it is?
When we are part of a mission
we are part of something bigger. There
is the famous story about the time President John F. Kennedy, on a tour of the
NASA space centre, asked a janitor what he was doing.
His response? “Well, Mr. President, I am helping put a man
on the moon”.
What is your team’s equivalent of putting a man on the moon?
A mission inspires people to try and achieve more and guides people in their choices. It does not have to be putting a man on the moon but it does need to be something that will pull everyone together.
your expectations clear
People have to know when they
have had a good day.
Also, you need to know that
what they think is a good day is actually a good day!
There is not much more
destabilising than thinking you have had a good day, only to be quizzed by your
manager as to why you have not done what you were supposed to do. Everyone needs to know for certain what the
expectations of them are.
Clear expectations do not
limit us, they give us the boundaries within which we can flourish.
Once people know what is
expected of them, allow them to do their job without unnecessary supervision.
When people have autonomy to
get the best results their way, they are more likely to feel empowered and seek
better ways of performing. When
restricted they will feel resentment and spend more time frustrated than
Get out of their way.
People should be paid based on
their value to the business.
It never fails to amaze me how
often someone’s current employer instantly counter offers a new offer of employment
with a higher salary.
In this scenario the current
employer has willingly paid their member of staff less than they were
worth. This is unfair.
If people are paid what they
are worth to your business you can be very confident that they will not be able
to move to a competitor for more money and that your business is getting value
The goal is not to pay them
more than they are worth; so if they go to a competitor for more money,
realistically you should be helping them pack their bags!
If you have enjoyed this article I would heartily recommend the book Drive by Daniel Pink, which explores the science of human motivation. The time pressed can watch a 10 minute clip on Youtube, which neatly summarises the book.