Transcription
How not to motivate employees. Through me have already passed thousands of companies, leaders, and what I see is that leaders make the same mistakes in motivating staff. I don't know where they get such approaches from. Well, let's break down once and for all how not to do it. Be sure to watch this video to the end, because at the end I will tell you about the most stupid thing you can do. Attempts to motivate the team. First, leaders think that if I promise a big bonus, you know, hang such a carrot in front of the employee's nose, he will rush forward, he will get a jet engine, he will bring simply incredible results, he will have motivation, the desire will be completely different. This does not work. Although surely, at some point, your subordinates approached you and said, "If they paid me so much, I would really chase a sparrow in the field." But perhaps you even tried, you saw that it is possible to pay, it is not a difficult matter, but he still won't catch a sparrow in the field. Like if you've ever stepped on this mine. How things really are. If you promise some big bonus for a very short period of time, it can really work. I name you and I. Here you go for a bunch of grass, you didn't get it, you left a whole meadow behind, overgrown with this delicacy. For a very short period, a person can possibly make some breakthrough. Usually, it doesn't last long. Why does this happen? Because first, a person must have their own motivation, stable, their own motivation. Only then, and possibly not on the first attempt, will it turn into successful, correct actions that will bring results, for which you can give a bonus, you understand. An attempt to promise a bonus so that he achieves a result is simply the wrong approach. First, you need to do something so that he gets this impulse. Second, the next approach to motivation is a very dangerous tool. This is when leaders consciously create a situation in which an employee has a great need, a constant need for money. For example, leaders somehow help, push an employee to take out a mortgage, you understand, take out a large loan, for a car, borrow money, improve their living conditions, and so on. And the leader thinks, "Well, he will now have a need, he will definitely have to earn more, you understand, and this will force him to work effectively." What are you doing? I'm counting our finances. I'm not sure, but as far as I can tell, we've spent a lot. Dick, well, yes, we have some minor financial difficulties now, but it's temporary. Write in the comments how you think loans motivate you to earn more, or not. My experience shows that debts and the need to pay them off, as a rule, depress people more than motivate people. Yes, there is a very small category of people whom this motivates. You know, when something is constantly pressing on them, they are constantly pressed, they always remember that they need to pay this amount this month. This really motivates them somehow, but it's a very small percentage of people. Most people quickly get tired, give up, it quietly depresses them, and instead of an increase in production, we get endless complaints that "now my life has become completely terrible because the sword of Damocles hangs over my neck and so on, and now everything I earned, I have to give away." Understand, so that barriers motivate, some difficulties, barriers that need to be overcome, they must look surmountable to people. This must continue for a long time. So my advice is not to use this approach. Next, third, is when leaders try to motivate, let's say, through fear of punishment. If you don't do this job on time and with quality, you're done for, we'll fire you, and you'll become a damn janitor. If you don't meet the plan again, we'll demote you, take away your bonus, take away your chair, your pen, and all that. Naturally, a person experiences fear, fear of punishment, fear of loss, fear that he will lose something, fear of losing the future, fear of the impossibility of achieving goals, and so on. And what I can say is that fear suppresses motivation. Motivation is a creative impulse, it is desire, you understand. The more fear, the less motivation. Therefore, I am not a supporter of the fine system at all, it simply does not work. The more a person is scared, the more threats he has, the less motivation, and the less creativity, and the fewer results he gets. Yes, in some emergency situations, you can really shout at people, and fear will bring them to their senses, you understand. But this only makes sense when people don't need to use their brains in some extraordinary situations, you understand. Your wiring in the office caught fire, and you shout so that everyone grabs the right fire extinguishers and starts to extinguish this burning wiring. But realize one thing: when people start to act under the influence of fear, you are controlling their brainless bodies, you are not controlling their creativity. Creativity is not turned on. And if we look at our daily business needs, we will see that in almost no business do we need fast-acting, running, glowing, brainless bodies. We need creative people who can create something, think, solve problems, and so on. Therefore, fear is a non-working method. Fourth is the approach when we think that we can create motivation through relationships. We must be one friendly, real family. We must take care of each other day and night. We must know everything about each other. We are one big family. We don't abandon our own. We support in everything. And yes, such care for an employee as family members takes a lot of time, a lot of resources, a lot of emotional strength. But I'm not saying it's bad, it's good to work in a team where you are cared for. It really increases trust, it really creates stability. Millions come and go, happiness is not in them. The most important thing in the world will always be the people in this room. [Name] for the family. This contributes, in principle, to maintaining motivation, but it does not create motivation by itself. You cannot make a person's eyes burn with regard to their future, their work, they get goals, they get a desire to achieve something, simply by virtue of the fact that you maintain good relationships with them. Maintain good relationships, but don't think that this somehow increases people's motivation. Fifth is the approach when we think, "Well, this guy doesn't work very well. Well, let's teach him. Maybe he just doesn't know how." This is an attempt to increase motivation by teaching a person. Well, you just need to teach him, you understand. He doesn't know how to do this job. But let's send him to courses at the company's expense. Let him train there, his eyes will light up, he will come, and he will simply move mountains for us, make some big sales. No, motivation does not come from training. Training increases motivation when a person already has strong motivation. "I want to become the best salesperson, but I'm not coping with something." And at this moment, if you give me training, I will see a way to overcome this barrier, and this will further strengthen the already existing motivation. If this guy, he doesn't want to improve as a salesperson, if this girl, she doesn't want to be a salesperson at all, you understand, she doesn't dream about it in the future, she has no desire to reach great heights, then sending this person to training is just money down the drain. Training does not create desire, but it can only support and strengthen it. [Music] "I will return to school and achieve victory. No one will get the empire built by my father except me." And sixth, probably the funniest, are all sorts of trainings, like rope trainings, you understand. Here we have a company, we think, "Let's send them there, they'll be in the forest, joint exercises, teamwork, ropes, mutual trust, and their motivation will grow." No, motivation will not grow. What will improve is that they will get to know each other better, they will communicate better, they will have more trust. If it's a good training, it's great, it's wonderful, especially for companies where people are new to the team, they don't know each other yet, or they work in different offices and need to cooperate, they write to each other by email, they haven't seen each other's eyes. It's a good idea to take them to such a training, they will get acquainted, and indeed communication will become better, and they will solve business processes faster. But this has nothing to do with motivation. It will not increase their motivation, it will not create an internal impulse to move mountains. Naturally, you have questions: "How to create the right system that will increase motivation?" This is what I talk about in our online intensive. The link to this intensive will be in the description of this video.