Tips and Techniques to Manage Difficult People

Money Can’t Buy Me Love

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In 1964 The Beatles sang – “Money Can’t Buy Me Love” and it certainly won’t buy you loyalty or team motivation.Dog with a bone

And yet; when I’m running a Motivational Manager Seminar, some managers come back at me with statements such as:

  • ‘My people are only interested in the money.’
  • ‘That’s why they come to work.’
  • ‘Sales people are motivated by money, that’s why we pay them commission and bonuses.’
  • ‘You try reducing their money and see what happens.’

Let me say now; if you want to become a successful Motivational Manager please accept that for the majority of employees – money is not a motivator!

The psychologist Frederick Herzberg developed his ‘Two Factor’ theory in 1959 and established that money is not a motivator. However, if it’s inadequate, then it can be a de-motivating factor.  In other words, it can adversely affect job performance.

If you were able to increase the salary of your employees by 5000 pounds, dollars or whatever currency you pay them in, then I’m sure they’d be really pleased and motivated to do well – but for how long?

I reckon that within a couple of months that extra 5000 would be accepted as the norm with virtually no effect on motivation. And don’t think it matters if it was 10000 pounds or dollars, after a while it wouldn’t make a difference.

Yes there are people who are motivated purely by money; however, they tend to be in the minority.

The majority of employees are motivated by other factors and these are often more easily delivered than extra money. Many managers are unable to raise the salary paid to their employees as this is usually decided by company policy.

Employees can be motivated by several factors in relation to their work. Here are three things you can do:

  1. Make their job more interesting:
  • Give them more responsibility
  • Give them some of your tasks
  • Ask them to train or mentor another member of your team
  • Ask them to sit in occasionally on management meetings
  • Give them further training
  1. 2.   Give them feedback and appreciation:
  • The occasional gift
  • Time off work
  • Gift vouchers
  • Personal thank you letters
  1. 3.   Make them feel ‘in on things’:
  • Let them attend meetings and conferences if they don’t already
  • Let them run a team meeting
  • Listen to their opinions on how to run the team
  • Listen to their feedback

I feel sure you can add several other things to these lists and put this to the test right away.

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Posted in: Leadership, Management, Motivation

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