Motivate Staff Differently

As you know, there are now five generations in our workplace. Each generation communicates differently, thinks differently, behaves differently, and is motivated differently.

Gen-Ys, Millennials, and Pluralists aren't motivated by money or promotion as much as their predecessors. Nor can you threaten them. The traditional carrot-and-stick approach simply won't work.

As a consequence, the way we motivate staff has to be holistic to cover all generations. Motivating your staff can be broken in four categories;

·        Happiness - Linked to our only positive emotion (Joy) happiness will keep everyone motivated. Do this by valuing each person, celebrating birthdays and festive events, provide rewards such as 'duvet days' or ‘happy hours’, and most importantly take the time to talk with each person. When was the last time you sat with your team at lunchtime?

·        Ownership - Have a clear direction, know where you are going and how you will get there. Communicate this effectively. Provide the tools to allow your staff to do their work and leave them to get on with it. Continue with plenty of informal feedback but don't micro-manage. 

·        Career - Give as many people as you can something meaningful to work on apart from their day-to-day work. Have a number of project teams and include as many of your staff in each team as you can. Ideas on work practices and change processes (the way change is implemented) should be from the bottom up, not the top down. Vary your training practices, encourage movement within your organisation or perhaps move completely to another organisation is preferred. Millennials and Plurals need change and will stay with your company for about three years before looking to move on.

·        Environment - No one likes working in a cramped dark cold cupboard. Open up your workplace, have plenty of natural light, provide places to relax and make these places feel like 'home'. Free WiFi, TV, and electronic games will keep the junior staff motivated while newspapers, books, and an internet terminal will keep the 'mature' staff happy.

Making a few simple low-cost changes can help to motivate staff across all generations. Just ask them what they want.

Has Technology Helped Us?

I have always been one who likes to be busy. I got so busy at one point that I lost sight of the bigger picture and fell over as a result of not taking time out or looking after myself. 

We are definitely doing more, learning more, communicating more (electronically), and are more productive than we were 30 years ago. But has technology helped us or hindered us?

I for one believe that technological advances are a great thing, particularly with mobile phones. I enjoy FaceBook and Twitter. I love reading posts on LinkedIn. I haven't quite got Instagram, but I know that I will probably have to.

That being said, I have found that these gadgets (there's a word you don't hear much these days), have hindered my life. I feel compelled to write a blog each day, I feel I have to read as many posts as I can so that I don't miss out on something, and I absolutely have to check FB every hour or so, just in case.

If I am in a building where I can't access the internet I will go outside during breaks to gain access just to keep up-to-date. If I have an early start I will write my post the night before to send off in the morning so that I won't disappoint my followers. I will carry my phone with me at all times just in case someone wants to call me. 

Well, tonight it changes for me, I am going to send off the post now. I am not going on FB after 8pm. I will not get an e-reader because I want to hold a book. I won't sign up for Instagram because I don't need it.

Great you say, he is following what he teaches. Yep, for today I will do just that. Tomorrow my brain will suck me back into the technology bombardment and the addiction that it brings. And I will enjoy it.

Has technology helped us, there is no doubt that it has. We just need to monitor how and when we use it. 

Managing Change

Seldom do I work for a company that isn't going through a change of some sort. It is now a given that if companies don't change, they will soon become obsolete. The world in littered with companies who were leaders in their field and have been left behind.

Pluralists (1995 onwards) and Millenials (1980 to 1995) love change, in fact they need change to remain motivated. People coming into the workforce today are not expected to remain with one company for more than 3 years.

Gen-Xs (1965 to 1980) are okay with change, in fact they will drive the change for you. Baby-boomers (1946 to 1964) don't enjoy change much. It seems sometimes that we just get used to one thing and it is replaced by something new. 

So how do we manage change across the four generations? With a lot of hard work in some instances. Here's a couple of things designed to make you think differently about managing change;

·        Continuous improvement Vs step change - continuous improvement is about making many small steps and keeping the momentum going. It has less risk, less impact, and people become gradually accustomed to each step. It is a much longer process however. Step change is about making greater changes in shorter time periods. It is risky and disruptive but if you are in the technological field, you may have to use this method because of rapid advancements.

·        Traditional change method Vs Let's just do it method - Traditional change involves unfreezing habits, learning the new change, and refreezing these new skills. Have you got the time for the traditional method or should you just introduce the change and manage the resistance people will have as they try to forget the old method and learn the new?

·        Participative Vs directive - Much of change today is directive, in fact it has to be that way if you are using the step change process. Unfortunately it causes resistance. It is probably more important to include your employees in the change process. You know where you are now and where you have to get to so let your team decide how to get you there. 

·        Lots of communication Vs minimal communication - It is a balancing act, getting just the right amount of communication out for the four generations. Not enough and the vacuum will be filled with guesswork, too much and people won’t read it. BBs, want to know everything, Gen-Xs want to know how they will be involved, Millennials and Pluralists just want the basic facts. And what about the method of communication - memo, letter, email, text message, face-to-face. Each has to be carefully considered.

These are just a few things that you are going to have to consider when managing change. So which is the right path? All and none of them. It depends on the company and on the employees.

Which path should you choose, why not ask your team? After all they are the ones who are going to be the most impacted. Ensure that you have a change management team which represents your workforce, in age, gender and culture. Let them decide for you, it will be much easier and they will have a vested interest in making the change successful.

Stop Worrying, It Will Be Okay!

As we have seen, our brain is hard-wired to worry. So how can we stop worrying? Unfortunately you can't, but what you can do is control the amount of worry that you do. Trust me when I say that you can control it, I am the biggest worrier in the world.

Worry starts first thing in the morning as soon as we wake up. Our brain goes straight to worrying so that we are ready for the day's dangers that lie ahead. If you do this, and I used to do it every day, force your brain to think about one positive happy thing that is coming up later in the day. If you can't think of one, then look further ahead to something positive happy thing coming up later in the week.  

Throughout the day if you find yourself starting to worry then look closely at what it is that you are worrying about. Put the topic into perspective by writing it down and then look at the facts. Say to yourself, "What is the very worst thing that could happen" then list everything that could go wrong. Beside each thing that could go wrong write down the likelihood of it happening and what you can do to stop it from doing so.

The military use a version of this when they are planning a coordinated action (battle). They say to themselves, “So what, therefore”. So what could happen and what can I do to counter it. By doing this you will find that your brain will begin to stop worrying because you have provided it with an answer for each situation. Your brain worries about the unknown, that’s how it keeps you safe.

There is a similar method that you can use if you don't like the military version. I developed a mathematical equation to make it easy to remember (I know, I am a nerd) P-A=R. Our Perception minus our Attitude equals the Reality. It is our perception of something that exaggerates our worry. Our perception is based on previous learnings, what we have learned over our lifetime. Our learnings form our attitude. Unfortunately this is the wrong way of looking at a problem. By changing our attitude into a positive one you then change your perception which brings you back to reality.

In the evening, if you are still worrying about things then again write them down and work through the pattern of 'so what, therefore' or use the PAR technique. Once you have worked through the worries you will be more relaxed and so will your brain be. Plus, by writing it down you have lodged the worry into your subconscious which will continue to work out an answer to your problem.

You can't stop worrying, but you can change how you worry.

Why Do I Always Think Negatively?

I often wondered why it is that we are always thinking in negative terms and why it is so difficult to think positively.

The main reason of course is that your brain is hard-wired to think negatively to protect you. Your brain will continuously look for things that could go wrong so that you are prepared for whatever the day throws at you.

This came from evolution: we had to be aware of dangers such as getting attacked by wild animals, our enemies attacking us when we least expected it, and worrying as to where we are going to get our next meal from. (For some of us today not much has changed).

The other reason is that it has to do with our five main emotions: Anger, Shame, Sadness, Fear and Joy. Notice that only one of these is a positive emotion, the rest are negative.

That is the reason why we have to do twice as much positive thinking as we do thinking about negative things. Our negative emotions outweigh or positive emotions by 4 to 1.

Thinking positively does not come easy, it takes hard work. You need to keep your mind focussed on the positive which will then get you into a habit. On the topic of habits, it can actually take up to 80 days to change a habit. Some habits are easier to change than others so may only take 20 days.

A quick way if you want to try to change your mood from negative to positive is the 20/20/20 method;

·        Exercise - 20 minutes of continuous fast paced walking every day.

·        Positive thoughts - 20 minutes of looking forward to good things, thinking about your happy place, having positive thoughts.

·        Laughing and smiling - 20 minutes of laughing and/or smiling every day.

Notice how the first one is a physical exercise, the second is a mental exercise, and third one combines a physical activity with a mental activity. Our psychology and physiology are inextricably linked, to make a fast change, you have to work on both.

Don't be hard on yourself if you are struggling to change negative thoughts into positive ones, you are after all fighting evolution.