Give It Up. Motivation
Transitioning People Through Constant Change
In this series of posts I am exploring the Give It Up model in which we move away from the command and control of manager to the delegation and trust of true leaders.
When we delegate and trust, employees come to work and say ‘Game on!’
Motivation will happen when employees are allowed to solve their own problems, and create their own aspirations and expectations.
Motivation occurs when leaders:
· Give employees autonomy
· Are transparent
· Treat employees with respect
· Involve employees in decision-making
· Rescind command and control, and delegate and trust
· Provide frequent feedback
· Encourage and support experimentation, creativity, and innovation
· Treat employees as grown-ups.
So what are the benefits of having motivated employees? Well, employee motivation is intrinsically linked to high levels of employee engagement. Gallup produces a regular report called State of the American Workplace.[i]The 2017 report stated that 51% of employees in the US were not engaged and that employee engagement, as a whole, had only increased by 3% from 2012–2016.
It also revealed that disengaged employees cost organizations between $450 and $550 billion every year.
Motivated employees are committed and outperform unmotivated employees.
Motivation brings increased job satisfaction, which can attract and retain key talent.
Motivated employees will be more likely to seek out self-development opportunities to operate at a higher level.
Motivation improves productivity and efficiency. Productivity and efficiency are not based on employee skills and capability alone, it needs to be accompanied by motivation to do the job at hand.
Winning teams don’t do great things because they were told to. They have the power to make great things happen. They are free to experiment, create and innovate.
In subsequent posts in this series I will be exploring the additional elements of the Give It Up model.