Motivation with consequences

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

In one of my management workshops we were discussing motivation techniques. An attendee said it sounded liked I suggested they threaten their employees.

I quickly responded by saying no don't threaten them, just have motivation with consequences.

The class laughed because they thought that phrase was a creative way of saying threaten your employees.

But it isn't. Not really.

You can't motivate someone to do something they don't want to do. Well, maybe you can, but the motivation won't last.

So how do you motivate someone to do something they don't want to do?

You need to find out what's in it for them.

Will there be rewards if it gets done? Will there be consequences if it doesn't?

The employee needs to get bothered one way or another. Their stability needs to be shaken in order for a motivating factor to work.

Otherwise why would they change?

If there weren't rewards or consequences for them, why should they change doing something they don't want to do?

Having a reward is a more pleasant, Zen, healthier way for motivation.

But when there isn't a reward, go for consequences!

In order to get someone motivated:

You need to find out what motivates them
Find a reward or consequence which will personally affect them
Follow up on what you say will happen

Don't offer a reward or consequence if you can't give it. That would only make future motivation more difficult.

And how do you find out what motivates others?

Simple: Observe them, ask them and listen to them.

Then you have your data to offer rewards or consequences!

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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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