Abraham Maslow

Employee rewards and motivation

rewards show me the money“SHOW ME THE MONEY!“

Cuba Gooding Jr. says that line many times in the movie Jerry McGuire.  As a professional football player, Gooding’s character knows what other players earn and he wants to be similarly paid for his contribution to his team.  As you watch the movie it becomes evident that the line, “Show me the money,” wasn’t really just about the money; it was about recognition and respect for the character’s abilities.

In a recent survey by Gallup, people were asked if they would continue to work if they won a $10 million dollar lottery. You may be surprised to find that even among those actively disengaged, only 40% would stop working, and 20% would stay in their current job.  At the other end if the spectrum in terms of job satisfaction is those who are engaged.  For this group only 25% would stop working and 63% would stay in their current job.

These hypothetical lottery winners now have at least a comfortable $5 Million after taxes, yet the majority of them will still keep working. Why?  Because job satisfaction is not just about being shown the money.  Certainly employees want and deserve to be fairly compensated for their work.  However like Maslow’s hierarchy, once the need for food, shelter, personal and financial security are met, people seek relationships, respect, and opportunities to do their best.

The great Zig Ziglar put it like this, “Employees have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.”

Interesting work.

For work to be interesting it must provide an opportunity for employees to use their strengths, grow personally and make a difference.  Without these three opportunities work is a drudgery, boring and meaningless. Here’s why:

Using strengths.  According to Marcus Buckingham, former Global Practice Leader with Gallup, and coauthor of Gallup’s best-selling management books First, Break All the Rules and Now, Discover Your Strengths, “A strength is an activity that before you’re doing it you look forward to doing it; while you’re doing it, time goes by quickly and you can concentrate; after you’ve done it, it seems to fulfill a need of yours.” Working in your area of strength is fun because you are good at it.  No one wants to be in a job where you struggle all day.

Growing personally.  People are genuinely pleased when the company they work for is successful; this brings job security and pride in their association with the company.   Sustained good feelings though, come from also having personal success which only comes through personal growth. Leadership expert John Maxwell said, “Growth is the great separator between those who succeed and those who do not. When I see a person beginning to separate themselves from the pack, it’s almost always due to personal growth.”

Making a difference.  True fulfillment comes from helping others achieve success.  One of my favorite phrases is, “We don’t use people to complete projects; we use projects to complete people.”  Successful projects really aren’t that hard to accomplish.   Focusing on developing successful people isn’t easy, but the rewards are worth the effort. As Tom Brokaw said, “It’s easy to make a buck. It’s a lot tougher to make a difference.”

Recognition for doing a good job

Everyone wants and needs to hear “Good Job.”  It is one of the easiest rewards to give, and one of the best to receive.  It’s good to hear in private, and great to hear in public.  Sometimes we put too much emphasis on “Producing a Moment,” instead of just telling your employees that you appreciate what they did.  Certainly there are recognition ceremonies for special events and those are worthwhile, but don’t forget the quick email, phone call, or comment in a meeting as well.  As a leader you should also realize that this is not only good for the employee but great for the team and the company. 

Tom Rath, Bestselling Author & Senior Scientist at Gallup has studied the effect of recognition in depth.  His findings show that, “Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.”

Being let in on things going on in the company

This one has nothing to do with gossip.  It’s not water cooler talk.  Employees feel empowered and will do a better job if they are involved in decision making that impacts their job.  Involve them from the beginning to the end.  Ask for their opinion when writing your mission statement, ask them what the most important projects are, and ask them what they think is the best way to accomplish the important projects.  Not only will you motivate your employees, you will get better ideas and better results in your company.

“Effective Communication creates Engaged Employees who create Loyal Customers who in turn create Bigger Profits.” – Andy Parsley

What is the importance of diversity in leadership?

diversity choicesInformation, knowledge, wisdom – while they all have a slightly different meaning, the overarching theme is it’s good to learn and good to understand different options when you make choices – especially in leadership.  Abraham Maslow said, “If the only tool you have is a hammer, you are likely to perceive every problem as a nail.” What he meant by that oft-used phrase is that an individual is limited by their talents and experience in their ability to offer ideas to solve problems.

Talents

There is a great book titled Now Discover Your Strengths by Marcus Buckingham.  The theme of this book is that each of us is born with natural talent, or strengths.  Now this doesn’t say what job or career you can or cannot undertake, but it does identify how you will be naturally good at what you do if you use your strengths.

The book discusses the thirty-four possible strengths that people have.  When you take the online assessment offered in the book your top five strengths are identified in order from one to five.   Here is where the idea of diversity really stands out.  The number of possible combinations of top five strengths in order from one to five out of a possible thirty-four strengths is amazingly high.  There are over thirty three million combinations – 33,390,720 to be exact. 

Imagine, the people who work with you have a very high probability of having a completely different set of strengths – or talents.  It would be a waste to just pick the hammer you know when you have so many other available talents to draw on. As Benjamin Franklin said, “Hide not your talents.  They for use were made.  What’s a sundial in the shade?”

Experience

Now you know that your team has a broad set of talents to bring to the forefront in decision making.  Added to their talent is their experience.  While talent is the foundation of what someone is naturally good at, experience gives people a front row seat at what has worked, and likely more important, what hasn’t worked before.  In other words, when you have experience you have made mistakes and seen other people make mistakes. 

As a leader you want every person on your team to share their experience when evaluating options.  Not that you would reject every possible solution just because it didn’t work before, but knowing this information might give you an edge if you decide to try it again.

“Experience enables you to recognize a mistake when you make it again.” Franklin P. Jones

Ideas

Diverse talents combined with diverse experiences will lead to diverse ideas – that is what every leader needs.  Remember, your job as a leader is not to have all the good ideas, but to find all the good ideas.  As former Yale University President Alfred Whitney Griswold once said, “The only sure weapon against bad ideas is better ideas.”

Finally, I really like the way Michael Abrashoff, the former commander of the USS Benfold describes diversity by asking this question, “In what way can someone be a superstar?”

Is there a best theory of leadership? Will only one bring success?

iSocial Tech Sparks - Peter Drucker Created by Silvino Santos - 2012Over the last hundred years or so, there have been many advances in our understanding of the theory of leadership. In many ways I believe when we moved into the industrial age around the 1900’s there was much that seemed to be forgotten from the thousands of years of leadership lessons in the family, on the farm, and in past civilizations that had to be re-learned. I don’t doubt that every one of these theorists had the best of intentions and was looking towards the success of the company, the individuals, and society as whole. However, these benefits were not always the outcome as the focus on the individual took many years to gain the popularity that it commands today.

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