Motivational Seekers
Don’t ‘pollute’ the workplace
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High employee morale works to everyone’s advantage. When the employee team is happy, overall work performance improves. The bad news is that motivating people is not an exact science. Some folks are motivated by recognition, some by money, some by equity and on and on and on. So, how does a well-intentioned business leader succeed when it comes to motivating and engaging the entire employee team?
Well the truth is, since you can’t please everyone, you’re not likely going to be able to motivate and engage every person on your team. That being said, let’s discuss a couple keys to success when it comes to improving employee engagement. When you boil it all down, there are several personal characteristics that are key in motivating and engaging an employee team. There is a clear connection between leadership that possesses these characteristics and their ability to motivate and engage an employee team. These characteristics are:
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The business leader has good people skills
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The business leader values input from the employee team
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The business leader demonstrates a willingness to learn and grow
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The business leader is trusted by the employee team
Many years ago, I worked with a manager that was technically brilliant and was also great with clients. The problem with this manager was that he consistently polluted the work environment. He did not work well with his direct reports. He was more like an army sergeant giving directives, vs. collaborating with the team. He polluted the corporate culture with an angry attitude toward his employee team while showing a different and more positive face to the owner.
Regardless of how talented this person was in other areas, his lack of relationship skills disabled his ability to succeed as a manager within the company. This manger ultimately struggled with the issue of personal accountability. He was unwilling to recognize and take responsibility for the negative impact he had on the people reporting to him. He was also unwilling to acknowledge his impact on the unwanted attrition the organization had experienced within his department.
Train or trade
Ultimately, it becomes a train or trade decision. Either the manager comes to terms with his or her shortfall while being open to guidance and direction, or the company has no choice but to make this individual available to industry (this is the trade part).
Relationship skills are key
Some managers are very effective at engaging their employees. These managers leverage their relationship skills so they and their team can live in a corporate culture of candor, honesty and personal accountability bringing to light their successes as well as their performance shortfalls in a very positive and productive way. Relationship skills are an essential leadership tool that assist in building strong teams. No matter how technically sound a business is, without strong relationship skills, no company can realize their full potential.