How to get the Best from your Employees or Associates

Many people in the Human Resources Industry, or what I like to call the “People Factory Business” will have many different and a variety of ways to accomplish this goal of getting the best from your employee or associate.  Much of the information is good and most of it is solid but I have a much simpler way and instead of having the top 3, top 5 or top 10, I have only one consideration.  Now don’t get me wrong, I do not think that my way is better than the rest nor do I think that I know more than them.  I offer this because it is the most consistent barrier that I have come across and if you are constantly running into this wall as well, maybe this could help.

Based on my many years of leading Marines, a few Corpsmen and a couple of soldiers from 1980 till 1991 and in some peaceful situation as well as some that was greatly chaotic, I've learned a few things.  Based on the years of managing several small businesses, a household of 4 and more as a single parent, times teaching and educating in a classroom, researching for books to write and publish and just speaking and listening to so many others, I've learned a few things.  One of the best lessons was to be able to inspire and motivate even the most difficult of persons into action.   This was done simply by KNOWING YOUR AUDIENCE.

Knowing your audience means that you take time to study and observe that individual either in person, on paper or over the phone.  This observation does not take very long and can be accomplished in as little as 10 minutes in either direction.  It is the ability to listen to what the person says instead of how they react and watch for those small and fleeting “tell-tale” signs that is unavoidable in all of us.  We all have them and we cannot hide them, many of us viewing just don’t quite know what to look for.  Once you know your audience, then you can craft the perfect script that will get you the desired results without offended or belittling them in anyway shape or form.  Now because each person is different there will be differences in the way you should approach them so be careful not to get it mixed up.

There are those motivated by money, so the classic pitch of making more money, spending sprees or having lots of ‘bling’ will work for them but do not confuse them with those who are self-motivated because speaking more about ‘bling’ than accomplishing the mission will offend them and make them walk away.  The self-motivated is not often motivated by rewards or recognition; they are mostly motivated by seeing the job or task completed.  They are more motivated by the smiles on people’s face than they are about the money deposited in their bank account.  There are those motivated by status and the way to get to them is showing them examples of people just like them who made it to the status that they seek.  These status-motivated people are sometimes confused with those who are multi-motivated which means any given day or time they can be motivated by any of the above.  This person will require lots of hand holding so make sure you have plenty of time to dedicate when you choose to work with them.

If you still have not figured out which of these characters that you are faced with, here is what you should try.  Give them a task and explain it as clear as possible, making sure that you test whether they have understood it.  Once you have done that, walk away and don’t look back, stay away for more than enough time to complete the task and then return.  If the task is done and the employee or associates seems satisfied with the results, then you more than likely have a self-motivated person working that task.  Over time, you will discover if this self-motivator is really a multi-motivator or not and the other 2 mentioned above, you should have already discovered their motivation during the interview process.

Once you have figured out which one you are dealing with them you can develop that approach and go to work.  You should not have to fear offending them and they walking out on you then but still be as respectful as to how you approach them as you wish others to be of you.  Never assume that you own the road when it comes to conversations with employees or associates.  To get to know more about them, you need to let them talk and in some instances lead the conversation, this may appear to some to be a lengthy process but if you truly take a time measurement combined with the results of this exercise, you will see that it was well worth the money.  Understand that those you wish to motivate are people too and most times no one ever spent a few more minutes with them or listened so intently to what they had top say or even considered their point of view at any other job.  By you being the first, you may just be the last and doesn't that tackle and erase another larger issue for business called “turnover”?  Just my opinion, I could be wrong and if so ME CULPA.