I have a question for you:
‘What motivational theories do you or your Managers use
on a daily basis ?’

Find out and you will be amazed. In the 25 years I have been involved in performance improvement I can tell you the two most common answers you will hear are: 1. ‘carrot and stick’ and 2. ‘motivate by example’.

99.9% of managers are clueless on this topic – what does this mean ?
We are failing to get the productivity motivation or commitment from our most important resource, our employees.

Motivational theory is in the main what it says – theory.
In practice it won’t work.

Most of the motivational theory was written in an age very different from now, when change was minimal, employees loyally did what they were told and everyone was supervised or managed by someone only marginally brighter than themselves.

Most of the motivational concepts still taught as current practice worldwide on MBA programmes were about before computers, mobile phones, e-business and e-commerce. In fact in a totally different business world they may have been relevant in a time past– in different circumstances – but can they work now ? NO !



Motivation can be divided into two parts:

Individual motivation
the motivational techniques that you have individual discretion over, with each and every employee. It is hard to think of any that don’t have to have organisational approval to implement. Coaching and praise for a job well done – catch people doing something right.


Organisational motivation
the flexibility - way of working, agreed methods to achieve individual and organisational motivation and performance.
It is in this area that the biggest improvements, the biggest impacts on the business and the biggest improvement in performance can be made.
 

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