How to Motivate People

When it comes to motivating people in the workplace, it needs to be done as per the nature of the person. Those who are dependent on others in getting what they won’t need to be motivated in ways different than others who have an independent nature and like to get things done with their own efforts. That is where the complexity of human nature comes in and understanding what would drive a person, in particular, would be the key to motivating them right.

1. What Drives One to Put in Their Best Efforts at Work

Motivating another can be easy, especially for work purposes, if one is able to reflect what inspires them to work.

• If you are motivated to go for work every day, that would be probably because you love what you do – the same should be for another.
• If you find someone who seems to be dragging their feet to work – whether it is a friend, a family member – then there could be either a lack of passion in their work or workplace environment that makes it de-motivating for one.

If you are trying to help someone with respect to finding it motivating to go to work every day, it needs to be with an understanding of where their intrinsic interests like. If he or she is your colleague and does not seem interested in carrying out their role in a joint project, their disinterest could cost you and others. Hence, if there is an underlying conflict, it is best to talk it out. In case he or she does not have the expertise or inputs to provide for the project, they should ideally move onto other projects where their interest and contribution would be more aligned.

2. Importance of Work in People’s Lives

This is another important aspect to determine before you get down to motivating a colleague or family member to put in their best efforts at work. There are signs of disinterest that are often obvious:

• Someone who is usually late to report to work and finds excuses to be absent.
• Delay in submitting work.
• Avoiding active contribution or participation in anything important or vital in the workplace.

Indeed, such people are often simply trying to get by. They are coming in to carry out their job description, what they are asked to do but often with several excuses for tardiness, lateness in submitting work and with plenty of excuses to be absent and avoid extra responsibilities. These are signs that one is simply trying to keep their job and not really interested in taking it further.

3. Understanding Motivational Requirements in Teammates

Whether you are a boss or a peer, there are often instances when you need to get the work done by another who does not seem to share the same level of enthusiasm. The following points need to be considered in order to motivate such people:

• Understand their intrinsic nature; some people are driven by rewards while others are driven by the fear of punishments.
• Studying their role in your workplace, what motivates and inspires them is crucial before you decide how to influence as well as persuade them.
• It is important to understand what kind of needs do they prioritize.

4. Inspiring Someone of Independent Nature

Those who are of an independent nature would exhibit the following characteristics:

• He or she would like to appreciate or recognized for their contributions or ideas put forth.
• They would like to execute ideas in their own ways and in an independent manner.
• It often becomes difficult to get them to acknowledge the ideas and contributions of others and to follow suit.

The above points showcase how a person of independent nature would behave as well as the kind of behavioral peculiarities you would face dealing with them. As a boss, you would want to also understand whether they would be driven by rewards or punitive consequences and drive them accordingly. If one likes to be rewarded and recognized, appreciating their contributions and encouraging them to work in certain ways would yield results. In case it is the other way round, pointing out negative consequences when certain work assignments are neglected will yield the desired results.

5. How to Work with Someone with a Dependent Nature

It is often easier to inspire someone who depends on others to be inspired as well as in accomplishing their tasks. However, the following points need to be kept in mind:

• Dependent people might often overstep boundaries of their own responsibilities and want more to be done by others.
• They need to be provided companionship and guidance but with firmness in terms of making them accountable for their actions.
• In case positive encouragements work for one, guidance and companionship as well as words of encouragement would help to motivate such people.

As a boss, it is necessary to team up such people with the right members who understand their true nature and can get them to contribute their own share in any project or assignment. At the same time, recognizing their efforts and the positive effects of a team working together helps to keep such epode effective in the workplace.

6. Working with People Who are Interdependent

Such people are usually politically well placed to gain success in the work area. The best can be gained from them in the following ways:

• Interdependent people seek success by combining their own efforts with others.
• They often are lazy to achieve things on their own and wish to claim success based on any contribution they make to others’ efforts.
• They can be motivated and aligned to work in coordination with others when they realize that they would gain as well in the process.

Such people can be motivated to work well with a team once they can see how they will benefit. However, accountability for their actions and ensuring that their contribution and efforts remain in place is what a boss needs to look out for. Hence a combination of positive encouragement as well as reminding one of the punitive consequences in case of cheating in one’s participation would have desired results.

7. Motivate as Per Your Role in a Person’s Life

When in the workplace no one can simply walk up to another and be expected to be heard. It has all to do with their role in the organization, in the hierarchy of power and position as well as work relation to another.

• As a peer one can motivate another, as a friend or a team member; listening and encouraging is a positive way to reach out to another peer in the workplace.
• As a boss, it is imperative to get work done by team members and subordinates. That is when it is necessary to understand the underlying motivational factors for each person, as per their underlying nature, value system and their role in the workplace.

The above points highlight the complexity of motivating another but how the right stance can yield results. Motivating another employee or peer in the right way can help one to see results and gain satisfaction. They would also see someone having more energy to put in their work and the organization as a whole can benefit from improved work performance from such employees.

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