aging in the home remodelers fox river grove building a mudroom addition lake barrington anderson remodeling hainesville bci acrylic hawthorne woods th remodeling .. Chicago Drug testing

The 5 Bes of Motivation

It's not true in every organization, but it is true in many. Managers often don't understand their employees. They don't know how to motivate, inspire, and correct people effectively. As I work with my clients, I hear the same questions repeatedly: "How do I get my employees to ?

?quit complaining?"

?do more than the bare minimum?"

?contribute in meetings?"

?show up on time?" etc.

I also hear all kinds of answers for each situation. Some proposals are good, and some are not. The good suggestions show an understanding of human nature and an effort to apply behavioral principles. The bad ones usually feel good to the manager, but they violate some basic principle of human relations.

Human behavior is a complex subject. However, events that appear to be random, isolated behaviors actually fit into predictable patterns for most people. If you understand the patterns, you will know what to do in most situations. I've developed the Five Be's of Motivation to reduce these patterns to five easy to remember and apply principles.

So, let's get started?

1. Be Positive

People do things for one of two reasons: to avoid pain or to pursue pleasure. As a manager, you constantly work between these two options. If you use negatives - like verbal reprimands, threats, or other punishments - to drive behavior, people will do just enough to avoid the pain. You will condemn yourself to bare minimum effort from your employees. If you focus on rewarding good behaviors, you improve the odds that you will get cooperation and extra, discretionary effort rather than conflict, complaints and bare minimum performance.

Noticing unacceptable behaviors and stopping them with punishment is easy. It takes effort to recognize good behaviors and praise them. You need to do both; but the more you recognize the good, the less likely you are to see the bad.

2. Be Specific

Make sure you speak only about specific behaviors. Whether you administer discipline or offer praise, the more specific you make your words the better.

Emotional involvement (anger) from a negative situation often makes specificity a bigger challenge during discipline. For example, one of your employees consistently challenges you in meetings. Many people get angry at the situation and tell the employee to "stop being rude and inconsiderate." Well, "rude" and "inconsiderate" are interpretations of behavior, not behaviors. A better statement would be, "I don't appreciate it when you interrupt and challenge me. I see those behaviors as rude and inconsiderate. I won't do it to you, and I don't expect you to do it to me." (I suggest you do this in private.) Depending on the situation, you might take further disciplinary action based on company history and workplace rules. Whether you take further action or not, focus on specific behaviors and not interpretations.

Here are some examples:

- Rude, inconsiderate, disrespectful, arrogant, obnoxious, flighty, unfocused, smart aleck, and pushy are interpretations.

- Interrupting, rolling eyes, speaking loudly (or softly), shrugging shoulders, looking away, walking away, and tone of voice are specific behaviors.

3. Be Certain

People act based on what they expect to happen to them in the future. Whether it's avoiding pain or pursuing pleasure, it's still about expectations. Your employees need to know - without a doubt - what to expect from you based on their actions.

Make sure that everyone clearly understands the rules of conduct in your workplace. Ideally, you will write down anything that is mission critical to your operation. I don't suggest that you make your employee handbook look like the Code of Federal Regulations, but you should have a few well-written and clearly defined behavioral expectations for your business. People need to know the rules. They need to know what to expect when they follow the rules - and when they don't.

4. Be Consistent

Consistency works in close partnership with Certainty. It is Certainty's twin in the daily struggle to create a high-performing, results-oriented team. If you don't consistently apply your workplace rules, your employees will never develop a sense of certainty.

Consistency applies to both positive and negative behaviors. If you say that you will reward certain behaviors, then always reward them. If you say that certain behaviors are unacceptable, always act to stop them.

5. Be Immediate

Act now. When your employees do something worthy of praise - do it now. When they need correction - do it now. Delayed consequences have very little impact on behavior.

I'll illustrate the point with my behavior.

I like cheesecake. Eating cheesecake offers me both immediate and future consequences. The future consequence is negative - I could develop a weight or blood pressure problem. The immediate consequence is positive - it tastes good and gives me pleasure. When I have the opportunity to get cheesecake, I find it difficult to resist even though I understand the negative consequences. Why? The immediate, certain positive tends to overshadow the future, possible negative.

Acting immediately has an added benefit when the behavior is inappropriate. If the behavior continues without correction, you are likely to get angrier every time you see it. As you get angrier, you will probably have more difficulty keeping your response proportional to the behavior (i.e. ? not blowing your stack). Act now and you will be better able to maintain self-control.

Copyright 2005, Guy Harris

You may use this article for electronic distribution if you will include all contact information with live links back to the author. Notification of use is not required, but I would appreciate it. Please contact the author prior to use in printed media.

About the Author:

Guy Harris is the Chief Relationship Officer with Principle Driven Consulting. He helps entrepreneurs, business managers, and other organizational leaders build trust, reduce conflict, and improve team performance. Learn more at http://www.principledriven.com

Guy co-authored "The Behavior Bucks System TM" to help parents reduce stress and conflict with their children. Learn more about this book at http://www.behaviorbucks.com

In The News:

How Leaders Unlock Potential in Teams

Leaders are faced with unlocking the potential in the people... Read More

4 Tips for Keeping a Team Motivated

Companies often have incentives for reps, but sometimes that isn't... Read More

Corporate Team Building

There is a WHOLE lot of talk these days about... Read More

Landscaping Business; Employee Relations

There are few industries or service type businesses, which are... Read More

Do You Want to Get Others to Improve Their Performance? Then Expect the Best

Recently I decided to stretch my athletic abilities and add... Read More

A Team That Gleamed

Too many techies get a bad rap for lacking teamwork... Read More

The Top 7 Things Entrepreneurs Need to Know About Employees

As I work with clients to strengthen their teams and... Read More

What Every Manager, Parent, and Teacher Should Know About How to Unify Employees, Families, & Youth

Project Head Start has been successful not only for the... Read More

Build a Great Team - Ten Easy Ways to Start!

It's all about focusing on where the best value in... Read More

Company Picnic Ideas and Planning Tips

The company picnic is a beloved tradition at many firms.It's... Read More

Discovering the Truth on MLM

Truth on mlmDid you know that the truth on mlm... Read More

Business Innovation ? Group Creativity

Creativity can be defined as problem identification and idea generation... Read More

Team Work

There's nothing that matches the power of teamwork to accomplish... Read More

Putting the I in Team

This sports cliche is a memorable phrase that reminds people... Read More

The Magic and Mystery of Teams

As the world of manufacturing has become increasingly competitive, managers... Read More

How To Lead Your Team To Success

Today, most of us have been involved in a team... Read More

Functioning in a Dysfunctional Workplace

Sometimes the greatest challenges lay not within the actions of... Read More

Effective Team Building Part 1 - Another Brick in the Wall!

The first in a series of articles giving a slightly... Read More

Go On, Be A Tiger

From the moment he putted with Bob Hope on the... Read More

Employee and Coworkers Gifts

Giving gifts to your co-workers or your employees can be... Read More

3 Steps To Successfully Build A Team In Any Program

Any x by y matrix plan has one big risk...... Read More

The Top Ten Methods to Create a Successful Work Team

Teams are often useful in situations where the task cannot... Read More

The Secret of Successful Events

Reed Employment made a survey of their clients and compiled... Read More

Book Summary: The 17 Essential Qualities of a Team Player

A follow-up companion reader to The 17 Indisputable Laws of... Read More

Building High Performing Teams: Putting the I Back in Teamwork

Ever watched a really brilliant idea meet with resistance and... Read More

used street lights energy saving led light bulbs Pete's produce ..
used street lights energy saving led light bulbs Pete's produce ..