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Workplace Motivation [THA 260]

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carmcapriotto Grand Master

carmcapriotto

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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.

Watch Episode on YouTube

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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Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's Blog
         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”

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