DECEMBER, 2006
Newsletter
I
just don't know how to motivate them - this
was an issue raised after the program and I
am using the newsletter to expand on those
conversations. This is one of the main
issues facing businesses in working with the
different age groups.
First, this is not solely a younger
generation issue – it is actually a
challenge through the different age groups
because different things motivate different
people at different times in their lives.
When first starting out, often money is the
motivator - that’s pretty obvious and pretty
simple. As many Boomers have progressed in
their careers they have reached that
‘comfort zone’ where they have achieved
their definition of success and are no
longer motivated by the same things or in
the same way as when they started.
Second, this is a ‘new’ challenge for many
business owners and sales managers because
many of the younger generation either lack
the understanding of the ‘dues paying’ part
or their ‘money-motivator’ is not as strong
as the older generation when they were
starting out.
Let’s take a look at the motivation issue.
How do you keep a good employee motivated to
set and achieve new goals when they have
reached their comfort zone? How do you
motivate a younger person that isn’t driven
by money to set and achieve goals over the
‘long term’ when they have little or no
experience in that work philosophy?
Both involve communication. In neither case
will you achieve success telling them what
to do or threatening harsh consequences.
Before you start talking, ask yourself some
serious questions:
-
Is this the right person for the job? Is this a person that has been tested for sales aptitude and scored appropriately?
-
Have you, the business owner, provided proper support and direction to help them succeed? Have you given that new producer a CSR that is willing to help them learn that part of the business? Have you provided all the support systems needed - mentoring, coaching, business and sales?
-
Are you willing to make changes in the way you have 'always done it' to help this employee reach their full potential and in the process, help your business succeed?
Once you have answered these questions, your next step is talking to the employee and LISTEN. Listen to their idea of success, what they think will make them successful and what they are willing to do to achieve that success. Use that information to start mapping out a plan of action – together. Make sure you (and other employees) are willing to put in the time and energy it is going to take to mentor, monitor and coach them to their success.
Success requires both of you actively participating in the process. Both listening, both contributing and both adjusting to the other. It may not be easy but the improved atmosphere and income, for both, will be worth the effort!
Contact
Trillium Advisors, LLC