Every year most employees go through a performance review process where the employee and the manager set goals for the upcoming year. In the past 15 years of working in and with organizations, I have experienced a variety of performance reviews. Each of them had the good intention of reviewing past performance and setting performance goals and metrics for the upcoming year. But each performance review process regardless of how well thought out and defined seemed to fall short.
Some of the most common performance review blunders are:
Goals are set for the upcoming year but they are not the right goals
The performance review is a surprise to the employee
The performance review conversation is one way – manager to employee
If this is the first time the employee has heard any feedback on their performance during the year, it results in a lack of buy in and authenticity to the performance review
Lack of performance documentation throughout the year leads to a performance review that covers only the last 2 months of the performance year
There are probably many other blunders that could be listed above, but this list provides a glimpse of how a poorly developed and delivered performance review can turn even the best employee into a disengaged employee.
Now that you are aware of the potential blunders, what will you do to improve your performance review process?
I had an e-mail on Monday from a teacher who wanted to know how to motivate his speech team. While this is out of the realm of things we typically work on, it intrigued me. Below is my response:
“I have been thinking about your question and how you could use some motivational techniques with your speech team. I definitely believe that motivation is something that can be used with high school students in a number of situations such as the classroom, sports, and extracurricular activities such as debate and speech.
Some of the key things that I think would help in motivating the students on your speech team include:
1. Understand that each individual will have a different motivational profile. In other words, individually they are going to be more motivated by different things. For some, it is going to be the challenge of being in a competition or improving themselves (i.e. the Challenge Drive). For others it might be the prestige and recognition that would go along with winning a contest (i.e., the Acquire Drive). And for others it could be the comradery they have from being on the team and furthering those relationships (i.e., the Bond Drive). For others it might be that they don’t want to lose or be bested by another team (i.e., the Defend Drive). That being said, we are currently working on a tool to help people better understand their motivational profile in terms of the 4-drives. The tool is not currently completed (I can send it to you when it is), but in the mean time you can ask questions of your team to try to figure out which of the 4-drives (Acquire, Bond, Challenge/Comprehend, or Defend) is the greatest motivator for them.
I would use open ended questions such as “Tell me what you think it would be like to win XX contest?” “What will make you the proudest about winning?” “What are you looking forward to most after winning the prize?” “What are you going to focus on to motivate you to practice – even when you don’t want to?” “If you put one or two words up on your mirror to motivate you every day, what would those words be?” Use the responses from these to try to figure what drives each students motivation.
2. Customize how you talk to each individual to leverage their individual drives. For instance, if someone is motivated by the prestige of winning, talk about how they are recognized, what type of trophies they earn, or how proud their parents/peers/teachers will be. If the individual is driven by the challenge, talk to them about how they are learning and growing by working through this, how they can demonstrate their knowledge by how well they do, and how they will be able to use their newly acquired skill set in the future.
3. Have the students set individual goals for what they want to accomplish. Have them write these down and share them with the team. The goals should be stretch goals and be as specific as possible. Remind them of their individual goals when you talk with them.
4. Have a team goal that is a stretch for them. Have them think about what it would mean to achieve this goal and what they need to do individually to help the team achieve it. Have them make a verbal commitment to doing that. Set key milestones to achieving this goal (steps to the final goal with specific timeline for achieving them) and celebrate when the team achieves them.
5. Have them write down the two or three motivational words that will keep them inspired throughout the process and put them in a prominent place where they will see them every day.
6. If possible, have them pick a topic that aligns with their motivation and interest. Or have them frame the speech with that in mind. If you can tap into their intrinsic motivation around a topic or idea, then you will need less of other types of motivation to keep them going.
These are some simple ideas, but hopefully they might spark an idea or two for you. I would also invite you to join our newsletter mailing list – these come out quarterly and provide some insight into motivation that you might find useful. You can sign up by going out to www.lanterngroup.com and clicking the newsletter icon.
Good luck and let me know if any of this was helpful!”
I like quotes, but often feel like they get misused. Quotes in and of themselves do not help create a motivational workplace. I’ve been in many offices where they have the “Successories” posters hanging all around, and the motivation level is putrid. I’ve seen managers pull out quotes to describe any situation or provide a witty response to an employee need. Too often, I feel that quotes are a simple way out of thinking too hard oneself.
Quotes are best used, in my opinion, for three purposes: first, when they have an intrinsic connection to the individual and provide them with insight, reflection, or a reminder of something that is important to them; second, when they can say something better than we can to expound on an idea, a concept or an attitude; and third, when the words take on a different significance because of the original author.
That being said, here are just a few of my favorite motivational quotes and why.
“Never think you know” – author unknown.
This was written in a tunnel on the campus of the University of Iowa when I was a freshman there. I copied it down on a ruled sheet of paper and had it posted to my bulletin board for years. To me it was a way of challenging the presumptions that we all have. It touched a part of what drives me – the drive to comprehend, to understand, to know and not just presume. In my head, I typically said, “know you know” after reading it. Go ahead, try it.
“Become the change you want to see in the world” – Mahatma Gandhi
This quote is one that is often overused but I like it for the story behind it and the simple, clear message it provides. Supposedly, Gandhi was approached by a woman and her son. The son was overweight. The woman pleaded with Gandhi to tell her son to stop eating sweats, to which Gandhi answered, “I cannot. Come back in a month.” The woman brought back her son in a month and this time Gandhi told him to stop eating sweats. He himself had given them up – therefore he had “become the change” that was needed.
“The important thing is to not stop questioning.” – Albert Einstein
This quote has an intrinsic appeal to me, particularly coming from the likes of one of the greatest scientists of all time. It gets at a point that I feel is important. It reminds me to keep pushing the boundaries and never stop asking the question “why?”
Please let me know some of your favorite quotes and more importantly why…
Do you know how you are compensated for the work that you do?
You may be surprised that there are many employees who have little understanding of how they are compensated for their work. How can that be possible? Aren’t employees motivated by money? If this is true, then why would they not know how to squeeze every penny out of their compensation plan and maximize it?
Over the last year, I have interviewed approximately 50 individuals soliciting feedback about their incentive compensation plan. Surprisingly, even though the industries and compensation plans were different, the interviewees stated similar concerns about how they were compensated for their work.
Here is a snapshot of some of the responses:
Interviewees did not fully understand how they earned with their compensation plan
The compensation plan was too complex
The compensation plan was not communicated or trained effectively
The compensation plan components did not reflect actual job duties in the field
The above concerns can lead to an unmotivated workforce which can turn into organizational or departmental goals being unmet. There is little room for error in today’s economy because it may determine the success or demise of an organization.
In this new economy, effective and aligned compensation plans can be an effective tool for harnessing individual, team, and organizational success.
Monday started like any other day for Catherine. She arrived at work, turned on her computer, scrolled through 100 emails or so, and checked her voicemail. Before coming into work today she felt fine in fact Catherine was singing in her car, smiling, and quite happy. But after her initial morning routine was completed she found herself staring at the computer screen, not moving like a wax statue and before she knew it 10 minutes had past. She shook it off and wondered what is wrong with me?
She thought to herself,“Why am I just bla, I have no energy, where is the zip I had this morning when I was singing in the car?”
Catherine glanced over at her coworker, who was crazy busy shuffling papers to and fro and looking like at any moment she might collapse from exhaustion. Catherine rolled her chair over to Diane’s cube and asked, “What is wrong with me, my morning was going great and now I don’t feel so well. I have no energy and I caught myself staring at my computer screen for 10 minutes, this is not normal.”
Diane kindly smiled and said, “Awe, I know what is happening, you have a virus called lack of motivationitis, I heard it has been going around the office lately.”
Lack of motivationitis is not a real scientifically vouched for virus but the signs and symptoms of an unmotivated workforce are just as toxic as any real virus. Motivationitis can spread and corrupt an organization quietly and without warning. You may have experienced the symptoms yourself;
no energy
no focus
lack of concentration
inability to make a decision
distracted easily
you make a to do list and that is your accomplishment for the day
Do you recognize yourself in any of the descriptions?
What do you do when you feel a lack of motivation taking over your work day?
Do you succumb to it or do you change your perspective and persevere?
When your motivational drive is in the tank sometimes a change is needed in the form of routine, tasks, or environment. The solution(s) can vary but if you concentrate on moving forward instead of staring at the computer screen you will be able to move forward, eventually clearing out the last remnants of the motivationitis virus.
The Fourth of July, Independence Day holiday is almost upon us and many Americans will enjoy some time off from work: spending time with their families, having a picnic in the park, or simply enjoying a local fireworks show. Have you ever noticed what happens to work productivity right before a holiday or a vacation? Does it increase dramatically? The motivator may be making sure projects and clients will be well taken care of while you are gone or simply wanting a guilt free holiday or vacation.
I have noticed an increase in my work productivity right before I go on vacation or before a holiday. It is part of the process I go through and one I actually enjoy.
What, did I just say that? Yes, I enjoy taking care of loose ends, transferring project details, and cleaning up my massive piles of papers on my desk.
I love the feeling of letting go and not worrying about every little thing because I have been diligent about making sure I have a back up person in place in case something happens while I am away. Therefore, the work involved, making sure I have communicated to the right people, projects files have been shared, and worst case scenarios have been thought through is neither easy nor simple. But it is a necessary part of the vacation or holiday process.
Today if you catch yourself staring at the massive piles of papers on your desk or daydreaming about the fireworks show you may see on the Fourth of July don’t be alarmed, take a deep breath and find your inner motivational muse. I double dog dare you to take the first step of clearing up the clutter in your work life in order to make way for the wave of freedom that is coming your way tomorrow.
Today’s Motivation Monday Tip requires an honest look at identifying 5 specific things that will motivate you and/or your team this week to excel.
Managers:
Sometimes it can be hard to ask for feedback but today’s tip could really help your team soar this week! Schedule a 30 minute motivation meeting this week to have an honest conversation with your team on what motivates them.
Ask your team, “Name 5 specific things that I can do as your manager to help support and encourage you this week to make our [insert relevant project/goal here] a huge success!”
Individuals:
It is time to stop procrastinating and honestly look at the tasks/projects that you are not motivated to do this week. Schedule a 15 minute motivation meeting for yourself this week.
Ask yourself the following question, “What 5 things can I do this week to move forward the tasks/projects that I have the least motivation around?”
I’ve had the wonderful opportunity to work with a number of companies on their incentive plans and sales awards programs. While a few of these companies understand how to motivate, many of them just get it wrong. Here is a short list that describes just a few of the more common mistakes that I’ve seen:
