I want them to want to be motivated to be on time!

Guest post by: Howard Miller
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Jumping to Conclusions - By Howard Miller

As a manager, don't youwish your employees would want to be motivated by what motivates you?

There are many theories on motivation and how to motivate people in their job.

The bottom line, what's common among all the theories is what motivates one person is different then what motivates another. Our motivators stem from our backgrounds and our values.

What's also common is money is NOT the biggest motivator.

If you think it is ask yourself: have you ever gotten a raise? Were you excited about the raise? And how long did the excitement last? Answers usually range from one minute to the first pay period and then you take the raise for granted!

That's not to say people won't take other jobs for an increase in salary. It only means it will not sustain someone from staying in the job if it isn't meeting other factors which motivate the person.

A common trap for managers to fall into is motivating their employees to be on time.

Yes, there are certain employees who need to be at work at an exact time. It's a job requirement. We're not talking about those employees.

The majority of employees in a professional environment can have flexible start and end times for their work day.

The manager who focuses on employees who come in late is wasting their time as well as DE-MOTIVATING their employees. If they're not getting their work done focus on that. But the time issue would be YOUR issue.

I had one manager who said I want them to want to be motivated to be on time!

An honest confession from a manager which we could all relate to - who doesn't want people to be motivated by what we are motivated by.

But unless we have the ability to mind alter and control people it's not going to happen!

When we recognize you can't get people to want to be motivated by what you want them to be motivated by:

You can take the time to observe them to see what motivates them
You can ask them what motivates them and listen to what they say
You can continue to have conversations with them to understand their point of view

When we let go of wanting others to be motivated by how we are motivated we allow the possibility for others to decide how they wish to be motivated.

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Free PDF Download
Jumping to Conclusions - By Howard Miller

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.

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