Motivate Players to Perform
I used to get tired of trying to get employees to do
what I wanted them to. They always had excuses for why they didn't
get the job done on time, why they didn't follow directions or why
it wasn't their fault when something went wrong. I used to think I
couldn't find any good help anymore or that people didn't care
about doing a good job anymore. I thought I was the only one who
could do the job right. Perhaps, you feel the same some days.
People are Different than You
There is a better way to build your construction
business with the people you have. You can get them motivated, and
working like a winning team with common goals, drive and
First, successful business owners and managers know
their people are different than them. They realize employees are
not motivated for the same reasons they are. People have different
personalities and will act and react differently than you. And just
because you pay employees a good wage doesn't mean they're going to
work their fanny off for you.
Younger workers today are very different as well.
They like continuous learning and personal growth in their careers.
They don't like dead-end jobs without advancement in sight. They
want to make more money and will leave jobs quickly when offered
more pay. Their loyalty is to themselves and what you can do for
them. They want balance in their life and would rather go home
early than get overtime hours. Work is not their number one
priority as they value family and friends more than their job. But,
they also want to participate in major decisions. It is your job to
discover each employee's differences, what makes them tick, and
help them achieve their goals for you to reach your business
The Motivational Problem is
Years ago, I went through 14 secretaries over a
two-year period. I couldn't find anyone who was quick enough, smart
enough or good enough for me. I finally realized the problem was
me! I realized it was my responsibility to motivate my staff. It
wasn't their job to motivate themselves. Once I realized this, my
personnel problems turned around, our people became great, and our
employee retention increased. I had been the problem, not them.
Give Your Workforce a Reason to be
Don't expect others to understand your passion for
customers, quality work or the need to make a profit. They must
want to follow your vision, achieve your goals and get the job done
properly. The real problem is lack of accountability and
responsibility without consequences.
Do Your People Want to Follow
Leaders influence others to want to do what they want
them to do. The key words are: to want to do. Employees must want
to do what you want them to do to get the results you want. You
tell and they decide if they'll do it.
Ask yourself: What makes people want to follow me?
You know what doesn't work with your employees--confusion, lack of
trust, no integrity, no accountability and no consequences. If they
don't have to do what you want them to do, why should they do any
more than the minimum to keep their job? You've got to make them
want to do what you want them to do.
Four Steps to Motivate Your
Exceptional employees require two things--money and
happiness. Your job is to motivate your people to want to do what
you want them to do. You accomplish this with inspirational
leadership, continuous motivation, clear and continuous two-way
communication, an exciting vision, step-by-step directions, holding
people accountable, and giving them full and unquestioned
responsibility. Your number one job is to encourage and motivate
your people to perform with energy, effort and enthusiasm, so
they'll go beyond where you want them to go.
There are four simple and proven action steps to
achieve bottom-line results through people:
1. Provide Clear Expectations
People need to know exactly what you want them to do
and the results you want them to achieve. Weak managers assume
people understand what's required, don't take time to spell out
what they want, and don't make people accountable for achieving
desired results. Be specific with clear targets and define the
exact results you want. And, make sure your people understand what
their individual targets are, what's acceptable and what's not,
when they hit or miss their target, their consequences for not
achieving the results you want, and their rewards for a job well
2. Provide Regular Recognition and
To get the results you want, provide ongoing
recognition and praise to the people who do the work. Ineffective
managers don't take time to thank people for a job well done. Over
time, this causes lackadaisical employees and poor results. In a
survey of why people left their company, over 90 percent said
they'd never been recognized or praised by their boss, ever, for
People want and need feedback and positive
reinforcement often for their contributions and efforts. Effective
leaders give out praises at least every week to everyone in their
sphere of influence. Use words like, "I appreciate you" and "Thanks
for a great job." Strive to praise everyone at least every week.
Verbal praises work best, but occasionally write short handwritten
notes to those who went beyond the call of duty.
3. Provide a Clear
Understanding of the Big
People need a clear understanding of the big picture
and how they fit in. Successful business owners, managers and
foreman are open and honest, and tell employees where their company
is going--it's vision, what the future has in store, positive and
negatives, and changes or adjustments required to be successful.
People need to know what's happening; otherwise, they tend to think
the worst. Hold semi-annual, all-company meetings, plus monthly
project and department meetings where the big picture is discussed
and open to questions.
4. Provide a Caring Company
Let your people know you care about them as
individuals. Employees want to know you care about them, their
personal goals, future, personal development, and their children
and family. People want to know they will be listened to and have a
say in the future of their company. Keep a "team member profile"
sheet on each person, with their name, family members, schools,
hobbies, sports, interests, goals, challenges, contributions, etc.
Refer to it on a regular basis to keep track of each team member's
By following these simple guidelines your people will
want to do what you want them to do, they will respond and make
your life better. Your bottom line will improve and your company's
future will be brighter. The key is to implement these
recommendations. All it takes is time and your investment will
equal money in your pocket. Get started! Go motivate someone now!
Yes, right now!
George Hedley is a professional
construction BIZCOACH and popular industry speaker who helps
contractors increase profits, grow and get their companies to work.
To learn more, visit www.hardhatpresentations.com.