What motivates other people?
If you are a manger, how do you know what motivates people?
We may have some things in common that motivate us but it is also true that we are unique with a unique motivational “thumb print” and profile.
The one thing you can guarantee is that what motivates me does not motivate you.
So how do you find out what motivates a member of your staff/ colleague/boss?
Perhaps the most reliable way is to listen hard and observe other people. What interests them, what do they talk about, how do they spend their free time, what food do they like, what cars would they like to drive, how are they dressed, the list is endless.
You could, of course, give them a well worn, tried and tested motivation questionnaire but could you rely on the answers?
If you mange staff, want to influence others, or have negotiate successful binding solutions you’d better get curious about someone’s motivation. If you ask questions and listen hard to what people say they will be screaming out the specifics that motivate them.
Here are some well proven questions you might like to ask as your spending social moments by the water cooler or the coffee station, ‘chewing the cud’ or ‘shooting the breeze’.
Some possible questions to ask people when you manage – to find out more about them, their potential and what motivates them.
(you will also get some feedback back about you as a manager/leader).
Is the organisation getting the best out of you?
If not, how come?
What would you like to be different?
What more could you be doing?
What more could I be doing?
What motivates you?
What really matters to you in work?
What really matters to you outside of work?
What is important to you about work?
What is the most important thing about working here?
What are the good things about working here?
What are the not so good things?
How could I be a better manger for you?
What do I do as your manager that you like least?
What do I do as manager that you like most?
What do I do as your manager that helps or hinders you?
How would you like the organisation to change?
How would you like me to change?
How would you like your job to change?
How would you like to change?
What would you like to be doing in five years time?
Please note:
o Get curious
o Any one of these questions may be asked ( although it would be overkill to ask them all! ) Translate them into your own language.
o When you ask these questions be clear that you are asking them to gain opinion, (i.e. that you are not promising results.)
o Do you know how your staff would answer these questions? Check out some of your predictions.
o Are the answers you get honest?
o How do you know?
o What do you need to do to build rapport, so that the person will believe that you want honest answers?