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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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  • Have you checked out Joe's Latest Blog?

      A recent study, done by Harvard Business School, concluded that the real problem with attracting and retaining employees has more to do with the workplace environment, not pay or benefits. While the study did find that an adequate pay plan and offering an attractive benefits package did help with recruiting and retention, it’s not enough to satisfy the needs of employees, especially those of front-line workers.
      The study also stated that in 2021, many companies were convinced that giving raises, sign-on bonuses, and other perks would solve the worker shortage problem and prevent people from quitting. However, this strategy did not work. So, what does work regarding attracting quality people and keeping them employed?
      Essentially, it all comes down to the culture of your company.  Management: do all it can to consider the individual needs of your employees. Your employees want to feel that they have a voice, that their opinion counts, and that their role in your company is both respected and recognized. Yes, pay and a great benefits package will go a long way toward making your employees feel secure, but that’s only financial security. People want more than money.
      To attract and keep top talent requires creating a company that people feel proud to work for. You need to reach the hearts and minds of your employees. Become a leader that people are enthusiastic about working for. You want your employees bragging to their friends and family that your shop is a great place to work!
      Step one to attracting and retaining quality employees: Create an amazing workplace environment for your employees!  Trust me, happy employees make happy shop owners too!
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