Overcoming Workplace Challenges: Motivating employees is a fundamental challenge for many managers. The conventional approach involves rallying the team with a compelling vision, impassioned delivery, and logical reasoning, complemented by incentives.
While this strategy may work for some, it often falls short with problem employees, who consume a disproportionate amount of a manager’s time and energy.
This article explores a different perspective on motivation: one that empowers employees to tap into their intrinsic drive and commitment.
By adopting this approach, you can unlock the full potential of your difficult team members while reevaluating your own management style.
Overcoming Workplace Challenges: Effective Strategies for Employee Motivation and Engagement
A Common Scenario
Consider the situation faced by Annette, a senior designer managing Colin, a project team member. Colin’s recent behavior has become problematic due to company restructuring, affecting the team’s dynamics and productivity. Annette aims to motivate Colin by appealing to his sense of responsibility to the team. However, this approach doesn’t seem to bring about the desired change, raising questions about Colin’s fit within the organization.
Another Challenge
In another case, Paolo, a country manager, deals with George, who consistently underperforms in his role. Despite numerous meetings to address the issues, George’s behavior remains unchanged, leading Paolo to consider potential consequences.
Common Managerial Mistakes
Managers often fall into the trap of believing that they can convince problem employees to change their behavior with persuasive arguments, what the author refers to as the “tell and sell” approach. They assume that others share their thought processes and will naturally accept their logic. This approach usually leads to a series of unproductive interactions, with employees evading or ignoring management’s efforts to motivate them.
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A New Motivational Approach
This article suggests a shift in perspective from the boss motivating the employee to empowering the employee to motivate themselves. The manager’s role is to create the conditions for employees to harness their inherent motivation towards achievable goals. Rather than attempting to change employees’ character or control their actions, this approach relies on understanding each individual’s unique profile of motivational drivers, values, and biases.
Key Principles:
- Decentering: Viewing the employee as a person to be understood rather than a problem to be solved.
- Motivational Energy: Recognizing that everyone possesses intrinsic motivation in some aspect of their lives.
- Blockages: Identifying and removing obstacles that hinder motivation.
- Employee Participation: Encouraging employees to engage with their work and motivating them to align with organizational goals.
Handling Problem People
Step 1: Create a Rich Picture
Problem employees often remain hidden beneath a surface of apparent underperformance. As a manager, it’s essential to delve deeper to understand what drives them, what blocks their motivation, and how the context plays a role. This step involves informal conversations, both with the employee and colleagues, to gain insights into their perspective.
Additionally, you must scrutinize your role in the problem. Reflect on whether your management style or interactions might inadvertently contribute to the issue. Understanding the broader context, such as workplace changes, is equally important.
Step 2: Reframe Your Goals
Instead of trying to bring a “bad” employee to justice, consider reframing your goals. Explore what can be achieved by rehabilitating the employee. Be open to more modest and achievable goals that align with the individual’s motivation and capabilities. Flexible goals can lead to innovative solutions.
Step 3: Stage the Encounter
A face-to-face encounter with the problem employee is a carefully staged event. Initiate the meeting on neutral ground, allowing ample time for a candid conversation. Start with an affirmative assertion that conveys your desire for a mutually beneficial outcome. Follow up with leverage questioning to explore unknown areas of agreement and open discussions on potential resolutions. Be prepared for resistance, but aim to find common ground.
The Broader Benefits
Addressing problem employees not only boosts morale but also signals that your organization values problem-solving over disposability. While this approach may be time-consuming and challenging, it can ultimately lead to a more productive, healthier work environment.
This motivational method, based on empathy and understanding, empowers managers to resolve issues with problem employees effectively. While it may require an investment of time, it can lead to swifter problem resolution compared to conventional methods. By adopting this approach, managers can break free from the cycle of unproductive interactions and drive their teams toward more meaningful outcomes.
