Motivating people allows them to develop and if their energies are properly channelled, your organization can grow. There are three sides to motivating people. The most obvious and straightforward is to try to motivate individuals. Like with most things though if the structures and culture of an org are wrong, it will not prove useful. The wrong kind of structure can be demoralizing and deflating. For example, to work on a committee that doesn’t actually do anything because there is nothing to do. To be waiting around to be given work to do by a chair when they just do it all themselves – it just leads to people becoming frustrated.
Culture: Organisational culture
Streamlined – don’t have too many committees and working groups. Get people working on absolutely anything you can – but only if there is a job to do
Vision – everyone involved needs to know what they are doing. People will only give up valuable time if they feel that what they are doing is worthwhile. If the vision is shared people will want to do things. That is motivation.
Belonging – if we can try to emphasise the sense of belonging people will feel good about doing things for the community they are part of.
Ownership – if people fell ownership of something they are far better prepared to work for it
Individuals’ matter – by emphasizing things such as training and appraisal a certain kind of culture can be created. This culture is one that encourages everybody in the organisation that they do matter. If this culture is not created – if these things aren’t done – then it is a lot harder to get people to do things.
Autonomous – groups of people need clear responsibilities. It’s important that there is not a situation where a group doesn’t know what they are meant to achieve.
Individual responsibilities – one of the most valuable things that you can learn is that giving somebody something to do that is clearly their job, will encourage them to try to do it.
Competition – The challenge is to create competitive structures and a real team work culture. Structures can set up competition in two ways:
To motivate people successfully you need to praise them for a job well done. This encourages them to keep up the good work. You also need to invest in people on a personal level.
Notice jobs well done – it is right to praise people for a job well done. It makes them realize that they are valued. Say thank you!
Personal attention – Let people know personally that you value what they have been doing. Nobody can do this for you. Don’t expect an email saying thank you to do the same as a phone call. Don’t expect a typed letter to do the same as a handwritten note. People want to know that they have been noticed.
Integrity – don’t praise people if you don’t mean it. It make a liar out of you – and it is precisely rare but heart felt praise that does more than buckets of insincere shmaltz.
Actions not persons – Praise about actions motivates people to repeat the actions.
Praise people in public – whatever you do don’t do this too much! People want to feel valued and if there is some recognition to aspire to it really makes a difference