Will Everyone Pitch in to Meet Our Big Goal?
To accomplish something big–and to be respected as a boss–you have to know what motivates and frustrates each and every one of your employees.
Use the checklist below: check the top three motivators for each employee. Rachet down your big goal if you don’t feel it will fire up enough people. But maybe you’ll learn you can ratchet it up!
| COMPETITION | FREE TIME | TEAMWORK |
| CONTROL | PROMOTION | TECHNICAL CHALLENGE |
| CREATIVE CHALLENGE | MONEY | OTHER: |
| DEVELOPMENT | RECOGNITION | OTHER: |
The key question is, What’s in it for them? Will each employee see they’ll gain something very important to them?
Delegate the Goal, Not the Project. Then Communicate X 3
Let your employees find the solution, otherwise you’ll rob them of their accomplishment. Your job is to help everyone stay focused, excited, and supported. Keith Wandell, former CEO of Harley-Davidson, said that to get a message across you should estimate the time you’ll need, then double it. Then double it again. And then you’ll have just gotten started.
Success Momentum
Once you’ve accomplished one big goal, people will be eager for the next one! Don’t set a new goal until the last one is done, and don’t forget to celebrate success flamboyantly. People love to accomplish big things together–but first you have to motivate them to take the risk.
It’s a manager’s privilege to help others achieve something that means something in the world.
