Identifying Successful Motivation

Name: Identifying Successful Motivation
Author: Levi Mote

Know when your efforts to motivate have been successful.

Preview the first lesson free — get full access to all 6 lessons.

Course: On-Demand

Welcome to Identifying Successful Motivation. A lack of motivation can feel like a crushing weight on your staff and it can prevent them from acting altogether. In these lessons, we'll outline five major reasons why they might lack the motivational energy needed to reach their goals and succeed. The most common reason for why your employees don't feel motivated is because they don't know exactly what they want. They might lack clarity, purpose, or vision about their work. So what can you do to amend this? Ask them, what outcome do you want? Or if everything were to exceed your expectations, what would that look like? Writing down and reflecting on the answers to these questions may help them find their motivation. When employees are unsure about what they want, it can be tough to motivate them to do anything. On the other hand, when you help bring their vision into focus by writing out goals, they might just feel the motivation start flowing. A lot of the time, employees lack motivation, because they haven't thought about what they want from each aspect of their job. People can have difficulties focusing on tasks when they don't know what they're striving for. One solution to this is to work with employees to identify some fascinating, sensational goals and write them down. Another major issue is when employees have in a sense incorporated their lack of motivation into their identity. Imagine that one of your employees makes a mistake and says to themselves, "I'm so stupid." Now, picture another employee making a similar mistake. But instead they say, "That was a stupid thing I just did." These two statements differ tremendously. Telling yourself that you're stupid is much worse than admitting that you'd done something stupid. If we reaffirm something about our self often enough, our minds make it true. You can amend this by reversing the employee's pattern of thinking. Use positive statements to remind your staff that you see them as valuable and contributing. When they make a mistake, focus on the behavior that needs correcting. For example, see that one of your employees has been consistently tardy over the last month. You could have a conversation with the employee that focuses on the reasons for their tardiness, how this behavior negatively affects the team, and how best you can support this employee in correcting that behavior. The more tools in your toolbox, the more ways you can approach a problem and find the best fit for each employee. Other times, your employees may be overwhelmed, which can drain motivation quickly and make it hard to build it back up. Here's how to get back on track if your team's feeling too much strain. If your team aimed a little higher than their current capabilities, lower their workload little by little, until you hit a good working pace. That way, they're capitalizing on their skills just enough to accomplish tasks, but they don't become overwhelmed and unmotivated. Focus on reaching one goal at a time. Instead of trying to do too many things simultaneously. As a manager, perhaps the most important thing you can do to help your staff when they're feeling overwhelmed is to remind them of the reasons behind why the company is asking them to do what they're doing. Giving them compelling reasons to complete the tasks at hand may just be enough motivation for them to succeed. Another major cause of de-motivation is procrastination, which is usually caused by fear of failing, of the unknown, or of looking foolish in front of peers and strangers. Procrastination can be paralyzing. One member's procrastination can lead to other members becoming overwhelmed or they might pick up the procrastinator's slack, which they shouldn't have to do. One possible solution to this issue is to gather employees into small work groups with short, well-defined tasks. These should be things that can be accomplished easily by a single person in half the allotted time. As they complete each task, reinforce how well they did and immediately give them a new task. Keep increasing the difficulty slightly. Then split them up to work independently on small projects. Continue working them up to increasingly complex tasks, all while building their confidence in themselves, the process, and the company's goals.

Intermediate Provider : Levi Mote 6 Lessons · 19m in Arabic, German, English, Spanish, French, Portuguese, Urdu, Chinese

Course Description

If you have an employee who hasn’t been doing their best lately, take a step back and think of the reason why. It may be that they just aren’t feeling particularly motivated lately. Maybe they’re afraid of looking foolish in front of their coworkers, or they feel overwhelmed with work. If you have a leadership position, it’s important that you address their lack of motivation. Then, once you’ve reestablished that foundation, you can continually motivate them. But how can you keep that momentum going?

In these lessons on Identifying Successful Motivation, you’ll learn techniques for motivating your employees. We’ll look into why employees might be lacking motivation. These lessons will also encourage you to consider your current processes and look for ways to improve them. We’ll also cover metrics for measuring motivation. You’ll also learn strategies for continually motivating employees, and how you and your team can build better working habits for yourselves.

What You'll Learn

Apply Play, Purpose, and Potential to drive employee motivation
Measure motivation through metrics
Use Engagement, Independence, and Partnership to improve employees' motivation
Identify the three-part loop to building better habits
Identify the root causes of lacking motivation
Examine current processes and find ways to improve them to drive motivation

Key Takeaways

A lack of motivation can stem from reasons such as employees feeling afraid of looking foolish in front of coworkers or feeling overwhelmed with work.
In a leadership position, it is important to address an employee's lack of motivation and then continually motivate them once that foundation is reestablished.
The course covers metrics for measuring motivation so progress can be tracked.
Engagement, Independence, and Partnership can be used to improve employees' motivation.
Building better habits involves a three-part loop, and teams can build better working habits for themselves.

Frequently Asked Questions

Who is this course for?

It is aimed at people in a leadership position who need to address and continually motivate employees, including those whose employees haven't been doing their best lately.

What will I learn in this course?

You'll learn techniques for motivating employees, why employees might lack motivation, metrics for measuring motivation, strategies for continually motivating employees, and how you and your team can build better working habits.

What topics do the lessons cover?

The lessons cover identifying the root causes of lacking motivation, identifying current processes to drive motivation, identifying metrics for measuring employee motivation, continually motivating employees, building better habits, and a Test Your Knowledge section.

Does the course include a way to check my understanding?

Yes, the course includes a Test Your Knowledge lesson.