How to keep employees motivated?

“How can I get my people to do what I want them to do?” As business owners and CEOs, this might be the “eternal question” each of us face in trying to establish a system of management that works — even when we are not personally watching.

The challenge is we can never really “make” anyone do anything, at least not for long. The trick is to align our employees’ needs and goals with our business needs and goals. When that happens, the motivation becomes “internal” as opposed to “external.”  Internal motivation is not dependent on constant external coaxing or force. It is authentic and comes from inside a person who is inspired to work hard to achieve personal success and help in the success of our companies.

Coaching and Self-Motivation
To understand the importance of self-motivation, or internal motivation, consider a metaphor from the sports world. Think of yourself as a professional football coach. Coaches must provide lasting motivation for their team, not just temporary hype. If you are not satisfied with the way your team is playing right now, ask yourself if you have adequately motivated them by considering these questions:

  1. What is their job? Position by position
  2. How they are doing? Daily, weekly, monthly, annually?
  3. Why is their work important and how does it affect the success of the team as a whole?
  4. Does your team know what success looks like, in their role?

Thinking of your business as a game allows you to see how winning requires an aligned effort from all players. At the end of the season, it is the coach’s job on the line. So what kind of season are you having? And what are you doing to help your team become champions? Can you win with the players you have? Can you win if they keep playing as they are now?

Thinking like a coach, take a few minutes to assess your team’s current performance with these seven questions:

  1. Your company’s “Super Bowl” or championship, is explained in your Statement of Purpose. How well do your players know and identify with it?
  2. Your managers or superintendents are your assistant coaches. How well are they teaching your players the plan for winning?
  3. Who is your weakest player and are they harming the effort of the entire team?
  4. What is your plan to improve performance or replace weak players?
  5. Who is your weakest Assistant Coach?
  6. Can they be taught the skills necessary or is it something deeper, like an attitude or aptitude issue?
  7. Are you stronger on offense or defense? Offense means you are operating the business in a proactive mindset ready to take on new business and opportunities.  Defense happens in a reactionary business environment where there is a lack of thoughtful planning, execution, and leadership.

A Christian Perspective

As Christian business leaders, it is our job to inspire and motivate our employees, doing whatever we can to help them become successful. Consider establishing a Christ-like work environment that fosters engagement, training, development, and meaningful rewards. By viewing your role as a God-given gift, you can have a greater impact upon your team as a witness for Christ.

“For I know the plans I have for you,” declares the LORD, “plans to prosper you and not to harm you, plans to give you hope and a future.” -Jeremiah 29:11

Godly Coaching and Wisdom

Motivational strategies are among the many critical business topics C12 members explore each month. In addition, C12 members enjoy a time of individualized one-on-one counsel with their local Chair to address a range of topics. Your C12 Chair gets to know your unique situation and provides objective, informed, and Biblical insights on your business and ministry. Interested in learning more? Contact C12 Chair, Robert.Vogel to learn more.