Managing Employee Performance: 5 Motivation Myths That Mislead Managers

Introduction

Modern management texts cover motivation in depth. But many myths have developed too. Small-medium business managers can easily be misled by these myths. They’re widely believed. But they’re not the answer to developing motivated and conscientious employees.

1.Motivation Speeches Matter

Call it what you like: motivation, inspiration, exhortation or “revving up”. Telling, yelling, pleading or simply demanding better performance just doesn’t work. If you use these techniques, it’s likely that they’re much more important to you than they are to your staff. You may see short term improvement. Staff may tell you they enjoy your speeches. It’s unlikely they’ll have long term benefits. And do you really want your staff to wait for your weekly “rev up” before they apply themselves?

2. It’s All About Money

It’s true that employees expect to be rewarded adequately when they produce the performance you demand. But it isn’t the money that gets them going. If money alone was an important motivator, the most successful companies would be those that paid the biggest salaries and wages. We know that’s not true from our experience. Employees concern about rewards rest on three factors.

• do they consider that they’re adequately rewarded for what they do
• is their reward satisfactory when compared with rewards received by others in the organization
• do they receive extra rewards for exceptional performance

Remember, it’s not just the money. It’s what it represents and what it enables them to do. It’s the value of the reward in their terms that matters.

3. “Shape Up Or Ship Out”

This approach may enable you to replace poor performers. But how often? At what cost? With what effect on productivity and morale? Selection and sacking are very expensive exercises. To continue with this “revolving door” approach until you find the “right” people, could put you out of business. At the very least it will damage your cash flow and profits.

4. Tough Jobs Motivate Tough People

This myth is expressed in many ways “I want to see how good they really are.” “My best people will get it done.” These statements may be accurate. But what about the rest of your staff? How long can you keep loading a few outstanding performers with the most difficult work? Is it good for your business that you’re totally reliant on a handful of overworked people? And what effect does it have: not only on them, but on your other employees who coast along while your favourites work 70 hours a week?

5. My Staff Just Aren’t Motivated

Sorry, that’s wrong. Your staff are motivated. It’s just that they’re not motivated to do what you want. At least, they’re not motivated to do what you want often enough, well enough, frequently enough or enthusiastically enough. For whatever reason, the benefit to them of what you offer just isn’t enough, compared with what they themselves want to do. Look at what they do outside the workplace if you believe they “just aren’t motivated”.

Defusing The Myths

You want people who are motivated to help you make your business successful. If they “get on well” that’s a bonus. Work isn’t supposed to be a “love-in”. The manager’s job is to create and reinforce a workplace culture that employees believe is worth their best efforts. And you won’t achieve that by “motivation speeches”.

Conclusion

If you want highly motivated staff, have

• a clear business focus
• a specific target market
• exact performance standards
• excellent support systems
• performance based rewards and incentives

Remember, staff who have high self esteem will almost always be more highly motivated than those who don’t.