To Motivate Employees, Show Them How Their Work Helps Customers

July 28, 2017

To Motivate Employees, Show Them How Their Work Helps Customers

We all want to know that our jobs matter. When an employee’s work seems lackluster, or office morale is low, remind them of who their work helps. Giving someone a concrete picture of their work’s impact can be self-affirming as well as motivational. Studies have shown that cooks feel more motivated and work harder when they see people eating their food, for example. Even if the results of your employees’ work aren’t so tangible, giving them specific names and stories of those who’ve benefited from their efforts can offer a window into the good that their work does. So take time to talk about the customer who is able to make more sales (and therefore a better living) thanks to your company’s software, or the parent who’s driving a safe car thanks to diligence on the assembly line. The key is to make a direct connection from the employee to those who benefit from their work.

Adapted from “To Motivate Employees, Show Them How They’re Helping Customers,” by Francesca Gino

Build Moments of Silence into Your Day

July 27, 2017

Build Moments of Silence into Your Day

We all need moments of quiet — research shows that silence restores the nervous system, helps us sustain our energy, and conditions our minds to be more adaptive and responsive. To build these quiet moments into your day, start small. For example, you could: Punctuate meetings with five minutes of quiet time. Close your office door, retreat to a park bench, or find another peaceful hideaway. Try “fasting” from news and entertainment by turning your phone off for several hours, or even a full day. And on weekends, go for a long walk in nature. To get the full restorative benefits of these moments, engage in silent meditation or reflection. This might sound daunting at first, but it can be as easy as taking several deep breaths.

Adapted from “The Busier You Are, the More You Need Quiet Time,” by Justin Talbot-Zorn and Leigh Marz

In Disagreements at Work, Consider Your Colleague’s Perspective

July 26, 2017

In Disagreements at Work, Consider Your Colleague’s Perspective

When you get into a disagreement with a coworker, it’s easy to focus on your own feelings and ignore your counterpart’s. But wallowing in your own frustration won’t get you anywhere. Instead, put yourself in the other person’s shoes. What do they want from the situation? Why are they acting this way? Think about the kind of person you’re dealing with. Are they more of a straight shooter who says things like they are, or do they tend to beat around the bush? If you frequently work with the person, you may already be familiar with their style. But if you rarely interact, you’ll have to do some digging. Look for patterns in how they communicate and clues in their behavior. And get input from others — don’t go around grilling people, but ask them to confirm or deny your observations.

Adapted from the HBR Guide to Dealing with Conflict, by Amy Gallo

Don’t Skirt Important Issues During Your Next Meeting

July 18, 2017

Don’t Skirt Important Issues During Your Next Meeting

Too many meetings drag on without participants discussing the real problems that need to be addressed. People talk around the important issues during the meeting and actually address them before or after it — which renders the meeting a waste of time and makes you, the meeting organizer, look bad. Combat this risk by explicitly asking that issues be discussed in the meeting, not outside of it. Be specific about the meeting’s topic, letting everyone know ahead of time what you expect their contributions to be. State the meeting’s purpose in the agenda, and reiterate it when the meeting begins, explaining that all problems should be raised in the room. While some people may resist your directness, calling out difficult issues at the start of a meeting will increase the likelihood of candid discussions rather than hallway gossip.

Adapted from “The Right Way to Start a Meeting,” by Liane Davey

To Motivate Your Employees, Draw from Your Own Experience

July 17, 2017

To Motivate Your Employees, Draw from Your Own Experience

It’s not always easy to get the most from your employees. If you’re struggling to inspire the people on your team, look to your past. Think about your own experience and what motivated you when you were in the lower levels of a company. Who was the best boss you ever had? What did that person do to make you want to perform at your best? Reflect on what made your boss’s motivational strategies so effective for you. What specifically did they do to earn your trust and admiration? Now think about how you can apply those lessons to your own team. Which motivational tools will work for them? Be fearless in examining your own behavior and curious about how your employees respond to you. Repurpose your favorite boss’s techniques and make them your own.

Adapted from “Motivating People Starts with Having the Right Attitude,” by Monique Valcour

Don’t Let Political Discussions Hurt Your Relationships at Work

July 21, 2017

Don’t Let Political Discussions Hurt Your Relationships at Work

In today’s ­­politically charged climate, it’s easy to feel stressed out at work if your coworkers don’t share your political leanings. Some issues may make you furious, while other topics that seem innocuous to you may enrage a colleague. To keep things civil, respect the opinions of others and know when to disengage. It’s important to walk away when discussions get too heated — you don’t want to ruin a professional relationship over a few moments of frustration. Keep in mind that constant exposure to the barrage of political news can heighten your stress levels and feel overwhelming. Cutting down your intake (while staying informed) can make you less likely to get into a sparring match with your coworkers at the office.

Adapted from “Navigating Political Talk at Work,” by David W. Ballard