What price do you put on value?
I was asked recently what we meant in our introduction on the website about our consultancy being ‘people centric’. The obvious answer to that is that we put the people we train first. To be able to be effective at work, we must be able feel good internally – confident and motivated, these two factors alone are what enables us to be consistent and happy as we go about our daily objectives.
Then I started to think about how many companies put their people first.
I am sure we have all worked for organisations who profess to put ‘their people’ first and muttered ‘poppy-cock’ as we have walked past the ‘Visions and Values’ poster plastered in every visible corner of the office space – maybe it was just me? Being valued is one of the best motivators you can give and receive in a business environment. Knowing you are appreciated for the work that you do is far more important than any amount of money – or again maybe that is just me?
Actually, I know for a fact that it isn’t just me. I ran a training course a few years back on self-confidence and motivation and asked the 20 delegates to fill out a motivation questionnaire at the start of the course. I then asked the delegates what their key drivers were … The resounding answer was money. Not uncommon for a group of sales people, however, when I scored the questionnaires and handed them back the overwhelming response was value and respect – they were quite stunned. I wasn’t, because in order to grow and achieve your monetary goals especially in a sales environment, you need both.
We sometimes forget that the people we rely on most to deliver results are not simply machines. They are people who have real-life issues, who look for guidance and above all need to know that they are doing well. Too many managers are very quick to point out what is wrong and not give credit and praise when it is clearly deserved. Those two little words….’ Well done’ or ‘Thank you’ are enough to motivate one person for a week.
Great for motivation eh?
Ask yourself this question?
- When was the last time I praised someone for their achievements?
- When was the last time I critisied someone for ‘getting it wrong’
- What motivates me?
- How do my actions effect the others around me ?
Just because your manager screamed and berated you, it doesn’t mean you have to emulate that behaviour. I have been on the receiving end of line managers who constantly barked at me. I remember when I was given a rather large promotion once the line manager in question said to me.’ Well mate, I taught you everything you know so you’ll be fine’ my reply to that was simple ‘ Yes boss, you have taught me a lot and I intend to do completely the opposite and I know I will get better results’. Now that comment might be construed as insubordinate or arrogant but I was so determined not to let the way I was treated effect my management of others -it was the right answer !
Think about how you can change your style to achieve better results – What three things would you change right now?
