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Workplace Motivation [THA 260]


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It’s easy to discuss culture and workplace motivation, everyone understands people want to work in a positive environment. But did you ever stop to think about what truly motivates people? Guess what, it is unique to each person. Do you understand the tangible goals for each individual in your business based on what motivates them personally? Spoiler alert, money isn’t the main motivator for people.

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Brian Bates, Eagle Automotive, Based in Littleton, CO, MSO 4 shops

Michael Smith, Managing Partner, Herzberg Smith and Co

Casey McGowan, Casey’s Independent, Vancouver, WA

Key Talking Points

  • Not just about the pay- ask during the interview, what is your end goal? What is their vision? Is it aligned with your vision?
  • Setting achievable goals & staying focused on the results- baby step goals, don’t dangle a carrot and keep moving it
  • People leave jobs because of the environment
  • Hungry, humble, and smart- hunger is either innate or note
  • Career pathing with people on your team is highly motivational and a good way for them to stay centered
  • Humans are only truly motivated intrinsically (from within). Motivation- defined as the internal energy to make a change or achieve a goal, it does not come from external factors, influences or forces. What are the needs of the individual? And what motivates them?
  • 3 stages everyone innately yearns for physical needs, psychological (belonging to the group, team environment, self-esteem), self-fulfillment (finding meaning in what you do). Salary only covers physical needs.
  • These truths begin to reveal the reasons why incentive pay plans, performance bonuses, perks, increased status, etc. are only marginally-effective human influencers. Bonus programs don’t change behaviors. 
  • Apprentice, journeyman, master- each needs different goals
  • Discovering motivation- “How are you? How are we? How am I?”
  • “The Power of the Other” 4 corners of communication- disconnected, false sense, toxic level, celebrate victories/challenge you/console/ask how they can help.

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More Time. More Profit. Shop-Ware Shop Management getshopware.com

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See how Broadly can help YOU grow your auto shop. getbroadly.com/chat

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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