How can I better motivate employees?

By Steve Strauss

Q: Steve - I am a network administrator for a small trucking company. The problem I am faced with is a lot of personnel within the organization are content with just doing the job and going home. Our business is expanding and they don't seem to be willing to try new ideas. What can I do? -- Benjamin, Nebraska.

A: Although John Gray contends that "Men are from Mars and Women are from Venus," I think he got it wrong. I say employers are from Mars and employees are from Venus. We are different species.

The differences between the two shows up most starkly when it comes to motivation. Indeed, the things that motivate owners and managers are quite different than the things that motivate workers and staff. Consider:

It's a career for owners and managers
Owners certainly, and managers usually, consider the business to be their career, and as such, there is a commitment to the organization. But employees don't always consider their jobs to be their careers. Oh, it might be a stop on the way, but that's about all it is a pit stop.
Owners and managers have ownership interest
Owners and managers typically have an equity interest in the business, that is, they own shares in the corporation. That ownership stake creates a different level of dedication and desire. Workers get their weekly paycheck and call it a day.
Owners and managers have more job security
Owners definitely, and managers usually, have more job security than staff members. Most employees are considered "at-will," meaning they can be fired at any time for any reason. Management can be fired, too, but they usually have some measure of job security. This means that employees will be less willing to try new things for fear of making a mistake. They would rather "stay off the radar."

So does all of this mean that it is impossible to motivate employees and get them to take the initiative? Not at all.

Of course money always motivates people. But I don't need to tell that to readers who frequent the Microsoft Small Business center. You know that already. Instead, I want to focus on other, non-monetary motivators.

The key is to understand the employee mindset and use it to your advantage. So the first thing to realize is that one size does not fit all. Different employees have different personalities, skill sets, goals and needs. Your job is to figure out what works for each one and tap into that. Yes this is time consuming, and no, it is not necessarily easily, but it works.

Here then are my top five (non-monetary) ways to motivate employees:

1. Offer training.

One thing employees want, especially younger employees, is the ability to sharpen or add to their skills. Offering training as a perk for a job well done can be mutually beneficial.

It makes employees happy because they will be more employable down the road.
It makes you happy because they can offer you more skills.

The type of training you can offer depends on the type of business you have, but computer and software training or any technology courses, are among the most desirable to today's younger employee. Older employees may appreciate tech classes, too, along with financial planning courses.

You can offer in-house trainings or send your employees off-site. Or you can offer video and Internet-based trainings. What matters is that you tie the training to some job-related performance. I am a big believer that the carrot usually works better than the stick.

2. Go fish.

Every business has a culture. Some are by design, most are by default. Typically, the culture is based upon the personality and values of the owner and management. What is your culture? If it is not to inspire motivation — or is enjoyable and comprised of hard-working, fun and dedicated people — you have work to do.

Three authors — Stephen C. Lundin, Harry Paul, John Christensen wrote a great book a few years back called "Fish!" which explains how to turn a drab workplace, and corresponding corporate culture, into a productive, fun powerhouse. As they say, "People are dying to bring their passionate, authentic selves to their jobs. Unfortunately, their jobs often won't let them." The book explains that, by allowing people more freedom to express their joy and talents at work, they will be more motivated and a company's culture can be transformed.

3. Recognition

Positive recognition is one of the mightiest of motivating factors at work. Sincere appreciation of a job well done goes far. Creative rewards such as gift certificates, an afternoon off, a special parking spot, a massage or facial, a round of golf, a new title, or being mentioned in the company newsletter are but a few ways to recognize employees.

4. Creative Policies

A variety of creative policies can be used to move people in the right direction: Flex-time, telecommuting, or job-sharing for instance.

5. Listen and Act

Too many employees feel that their knowledge goes unheard and unappreciated. A culture that fosters feedback makes people feel wanted and understood. But listening is not enough; you have to also act on their suggestions and feedback if you are going to make your employees feel more motivated. Side benefit: You business will improve.

The bottom line is that aside from money, a little creativity can go a long way to motivating employees.