Stimulate staff motivation with meaningful targets

Employers and employees both have a tendency to enjoy their longest break of the year during the last summer months. Their holiday destinations may be hundreds of miles apart, but their minds are focussed on the same area: work. Employees go on holiday to get away from the stresses of work, hopefully resulting in improved motivation when they return; bosses contemplate, during their “break”, how they might increase staff motivation and productivity, the economy being in its current state.

Struck by inspiration as you sip your Pina Colada on the beach, “raising sales targets” comes to mind. It is so simple; problem solved. My advice is: think twice, think carefully. Sales targets and staff motivation are not the same. Unrealistic sales targets will actually harm rather than enhance performance and hamper staff motivation. Haven’t we had enough of companies compromising quality and service, and even ethics, for the sake of meeting sales targets? Business avarice weakens staff motivation when that is the case.

In the words of Confucius, the father of Chinese philosophy (500 BC): “Small men are consumed by Li (profit); great men focus on Yi (righteousness).” To be competitive, businesses have to stop operating in the “number-crunching” mode; they have to set meaningful targets that will improve staff motivation and business. These three simple steps will help you achieve this:

1. Pinpoint the benefits for customers: e.g. demonstrate how by expanding the client base more people will enjoy the great products and services; or how by promoting new products and services in the marketplace, it will improve customers’ lifestyles and needs - but be honest above all.

2. Pinpoint the benefits for staff: e.g. explain how efficiency and cost saving will help reduce duplication and foster collaboration between departments; or by streamlining the business and reducing bureaucracy employees will have better internal communications - again, it is important to be honest with them.

3. Pinpoint the benefits for the business - show people the bigger picture: e.g. what it will feel like to work for a market leader, to do business with a reputable company and the exciting jou
ey and opportunities ahead for everyone; the possibility of financial rewards and a sense of fulfilment is sure to fire up staff motivation.

In order to become successful, business owners and bosses have to be clear about what the business offers, not just what it takes: that’s the bottom line, and it’s important that businesses both large and small recognise it. Businesses have to bring benefits to different constituents: customers, employees and society. Profit share, bonuses and other forms of financial rewards will help raise staff motivation. However financial incentive is rarely a long-term solution. You will lose money-seeking staff to competitors who offer a higher salary or better commissions or both, for a start. Importantly, once the need for financial security is met, people will ask for more in life: personal satisfaction. Human nature demands it!

Following the credit crunch, the number of people who chose to earn a meaningful living increased. When they started businesses they wanted to run a meaningful venture. People’s mindsets have shifted, calling for a change of attitude to how targets are set. Setting meaningful targets rather than lifeless numbers is a great way to improve performance and staff motivation.

Meanwhile, staff and bosses, try to enjoy that Pina Colada and have a restful holiday