You have big targets to hit in 2016 yet your sales team arrive back after the festivities feeling a bit sluggish. We’ve all been there. So, what can you do to motivate your team to find their mojo and get sales back on track?
My team and I recently launched a new business report – Employee motivation: who came out on top in 2015? It reveals employers’ missed the mark when it came to successfully motivating staff last year with only a fifth of employees saying ‘yes’ they felt driven at work. However, the report also reveals some very interesting findings about what really motivates people. The results have enabled us to develop “The 7 rules of motivation”. Enable your team to experience these 7 rules and watch them start to smash those sales targets.
The 7 rules of motivation
We explored many elements that could affect motivation levels such as hygiene factors, working environments, engagement rates, and positive memories people had from feeling enthused at work.
The results show that items such as having good quality tools to do the job, and feeling a sense of achievement, affect motivation levels a lot more than employers’ may think. Our research also confirms that highly engaged staff are the most driven in the workplace.
Using these insights, rule 1-3 highlight the hygiene factors at work that have the biggest impact on motivation levels. Rule 4-7, highlight must-have occasions employees should be given the opportunity to experience to ensure they feel driven all year round.
1. FLEXIBILITY – enable employees to choose where they work
We looked at whether where people work, such as from the office, in the car, or from home, affect how motivated people are. The answer is a very clear, yes. Only a quarter of employees who solely work from the office are highly engaged at work. In comparison, out of the people who could choose where they worked i.e. home or the office, over half of this group were highly engaged.
2. FREEDOM – enable staff to perform personal tasks while at work
Half of staff who were allowed to carry out personal shopping online while at work last year were highly engaged – in comparison only a quarter of staff who didn’t have the same freedom had high engagement. Technology has made working 9am to 5pm a thing of the past as we all access emails on our mobile phones and tablets when away from the office. Allow your team to merge working hours with personal time and they’ll start to feel more satisfied and driven by their work/life balance.
3. HIGH QUALITY TOOLS – provide your team with the right tools to do their job
A staggering third of employees in 2015 said their tools were old fashioned and need updating. We must understand that good equipment can have a bigger impact on motivation levels than we may think; out of the 42% of employees who had high quality tools, over half of them were highly engaged at work.
4. ACHIEVED – enable your team to achieve something new
As part of our research we asked employees to write freely in a text box about an occasion that motivated them at work last year. A third of people could not name one, single moment which confirms employers’ are not doing enough to give their team a reason to feel ambitious and engaged in what they’re doing.
However, out of the employees who could name an occasion they all fell into one of four categories: achieved, challenged, gained knowledge, and recognised.
For example, one employee said they felt motivated when: “My team won a project we had worked hard for.” This is an example of enabling your team to achieve something, no matter or big or small.
5. CHALLENGED – give your team a task to do outside of their comfort zone
Another employee wrote in the text box about: “When I managed to keep the level of motivation up in my department when we were going through a restructure”. This was obviously a challenging time, but this employee’s hard-work paid off and they felt driven by this hurdle they had to overcome.
6. GAIN KNOWLEDGE – allow your team to learn new skills
Further quotes from employees consisted of: “The prospect of doing new things, and learning new skills motivates me constantly”.
People feel driven by learning so ensure your team are given the opportunity to develop new skills throughout the year.
7. RECOGNISE – acknowledge achievements with a thank you
Finally, many employees’ motivational memories included when they were thanked for their achievements, for example one person said: “I was praised for my work in front of my entire team.”
Another said: “When I had a phone call from my boss to praise my long commitment to Avon.”
You must never underestimate the power of a thank you. Acknowledge your team for their hard work and commitment and you’ll see them strive to make more achievements in their role again and again.
© Red Letter Days for Business