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Dirt on the car
| Guest post by: Howard Miller |
Article Overview: DO YOU STRUGGLE TO EFFECTIVELY MOTIVATE ANY DIRECT REPORTS?
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Free Download - Jumping to Conclusions By Howard Miller |
Dirt on the car
I was teaching a management course with managers from both the United States and other parts of the world.
We were discussing how to motivate someone. One of the managers from another country said to get his report to work harder he throws dirt on his car.
I thought it was a great metaphor.
Accept he literally meant it. He throws dirt on the guy's car!
This car is what the employee prized the most. The condition of the car was directly associated with his pride and esteem. So if he didn't meet expectations of the manager, the manager would throw dirt on the car so it was dirty. This embarrassed the employee and they would change their actions to meet their manager's needs.
I don't suggest managers do this in the United States. HR might have just one or two concerns with this practice.
But what a brilliant concept!
It takes getting to know someone to motivate them. Getting to know them means spending time with them on a regular basis, listening to them and asking them questions in a space where they can feel safe.
This requires trust between both of you.
You can then motivate them either with rewards or punishment.
Rewards would be preferable. Punishment could be necessary.
Is trust broken if you need to use punishment to get them to do something?
Maybe.
If you just throw the dirt at them with no explanation it will lead to trust being broken.
But if you continue the conversations on a regular basis they might see the dirt is necessary for their own good.
Which consequence would the direct report rather have?
Have the dirt or be fired because they aren't doing their job?
In order for the punishment to be effective in the long run:
- Make sure it's an action which really bothers the direct report. This way they will want to do something to change it quickly.
- Continue your regular conversations with them to explain where it could be worse in the long run if it doesn't change now.
- Allow the report to vent.
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Article Tags: absenteeism, acronyms, always, asking questions, behavior, behavior assessment, Change management, coaching, colloquialisms, communications, conflict, conflict resolution, dealing with difficult people, dealing with difficult situations, difficult personalities, DiSC, do as I say not as I do, effective questions, facebook, facts, fair, fairness, focus, gen x, gen y, generational differences, glass half empty, glass half full, how to deal with difficult people, humor, leadership, listening, management, management skills, management skills for new managers, miscommunication, motivation, never, new managers, objective vs subjective, opportunities, optimism, personality, powerful questions, questions, shift, sometimes, time management
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About the Author: Howard Miller RSS for Howard's articles - Visit Howard's website Howard Miller teaches management skills to new managers, seasoned managers, entrepreneurs and executives. He is on the faculty of AMA (American Management Association) and teaches courses including Skills for New Managers, Increasing Managerial Effectiveness, and Successfully Managing People). Topics include delegation and motivation methodologies, conflict, how to deal with difficult people, understanding values and behavior, feedback and listening skills. Clients include mid-range to large companies such as the IRS, Blue Cross Blue Shield, IBM, state government, public school districts, and non profit organizations. Howard also does executive and business coaching with the Ken Blanchard organization. Howard is the author of two book; You're Full of Shift, which contains short stories which demonstrate shifting difficult situations to opportunities and The Manager Trap: 13 ½ Pitfalls to Avoid which showcases common traps and pitfalls managers fall into including using a 4 letter word beginning with F that they should avoid! Click here to visit Howard's website   Planning Vs Worrying Motivation with consequences What have I learned in 6 months of management Part 2 Only one way to go from here You didnt say Id be fired |
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