Motivating for Peak Performance - Part II

In the first part of this series, we discussed how employees have different abilities and skill sets, and we pointed out that each employee may be motivated by something different.  So, as a manager, how do you know which way to motivate a particular employee to coach him or her to peak performance?

Assessing employee motivation

There's no better way to find out anything about your employees than to simply ask.  A simple survey can often do the trick.  Ask each employee to take a short survey, and make sure to provide time for them to thoroughly think through the questions.  If you want complete, thoughtful answers, you should not pass out the survey at the end of a meeting and ask them to turn it in before leaving the room.  Set the due date for the survey at least a week or two in the future, and encourage your employees to take an hour or two break from their normal job tasks to fill it out.

Questions to assess motivating factors

Where do you see yourself in 5 years?  In 10 years?

If you could have any job in the company, what would it be? If you could spend a day or two job shadowing someone, what positions would you be interested in learning more about?

What training do you wish you had?

What would make you excited to come to work in the mornings?

If you could design your own work schedule, what would it be?

What is your key strength?

What is one area in which you'd like to improve?

What resources do you need to help you accomplish your goals?

What flexibility do you need from the company in order to accomplish your goals?

What are you willing to give in return?  (e.g. If you would like to work part time, are you willing to pay for a bigger portion of your insurance?  If you would like to have healthier options in the vending machines, are you willing to take over the vending program and select a different supplier?  If you want better insurance benefits, are you willing to give up a few hours of vacation to pay for it?  If you want to volunteer at your child's school half a day each week, are you willing to work 4 hours on Saturday mornings?)

Do I have to give them what they ask for?

Although you will likely not be able to grant each of the requests submitted by every employee, you may be able to work with them to help each of them feel valued and heard.  If you don't know what your employees want, there is absolutely no chance you will be able to give it to them.  However, if you are willing to expand your thoughts to include what might be possible, you may be able to find a way to improve productivity while also giving your employees a better sense that the company cares for them and is interested in their needs.

In Part III of this series, we'll discuss the four critical roles managers fill in acting as motivators for their teams.