How NOT to Motivate People

We often read about motivational strategies – how to get people motivated to work, to engage in self-improvement, or just to get off the couch and engage in life. Yet many people use completely ineffective strategies in an effort to motivate others. Which motivational strategies kill motivation, and which actually work?

1. Punishment. It is astounding how many people (e.g., managers, parents, etc.) try to use the threat of punishment to motivate others to work or behave appropriately. Punishment is designed to stop undesirable behavior. It does nothing to motivate people. In fact, this can backfire with resentment (we dislike people who punish us) and attempts to look busy rather than actually be busy.

2. Cheerleading. Although the rah-rah behavior might seem to get people motivated, getting emotional arousal is no good unless there is a plan to channel all of that positive energy. Having a clear vision and clear goals, combined with emotional cheerleading works, but simply getting pumped up, with no place to go doesn’t motivate.

3. Rewarding the Wrong Behavior. Many employers will reward people for behaviors that have nothing to do with their actual work productivity. For example, rewarding people for looking good or for being a “yes man/woman” (but not for performance) doesn’t really motivate.

4. Relying Solely on Money as a Reward. Yes, money can be a good motivator, but only if it is used properly. That means that the money a person receives has to be tied to good work performance to be an effective motivator. But, we pay people hourly (or weekly) – rewarding for time spent, but not for productivity. Employees need to understand that their pay is tied to performance, not putting in time. Also, a 2% raise for doubling your productivity? Not effective. A raise needs to be substantial to be an effective motivator, and most companies can’t afford substantial raises.

So, how DO you effectively motivate others?

Use Positive Reinforcement, Not Punishment. Punish undesirable behaviors, but reward positive behaviors/productivity. And, you don’t have to rely on money. People will respond positively to praise, recognition, or to being assigned tasks that they like and find inherently rewarding.

Use Goal Setting and Celebrate Small Wins. Measure productivity and reward success. And, don’t wait until major milestones, celebrate small accomplishments – the small wins (Read more about this fascinating research here).

Mentor and Show You Care. Close monitoring of performance and showing you care are important. Provide advice on how to get things done more effectively and efficiently. Recognize and reward accomplishments, and your protégés motivation will soar.

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