How to Boost Team PRODUCTIVITY l 3 Strategies
Summary
TLDRThis video explores the science of building a highly motivated team, debunking the myth that cash is the sole motivator. It delves into the deeper elements of motivation, such as creating a sense of connection through a clear vision and understanding personal goals, enhancing capabilities with job-related and interpersonal skills training, and the importance of care, fairness, and celebrating contributions. The speaker offers a 40-minute training for further insights on scaling a business and fostering a motivated workplace.
Takeaways
- 💰 Money is not the primary motivator for sustained performance; it can only provide a temporary boost.
- 🔍 A study by Stanford University showed that higher pay did not lead to better performance in the long term.
- 💼 Paying employees enough ensures they can focus on their work without financial stress, rather than being solely motivated by money.
- 🌐 The deeper elements of motivation lie beneath the surface, like an iceberg, and include a sense of connection, capability enhancement, and care.
- 🔑 A clear big vision for the business helps employees feel connected and part of something larger.
- 🤝 Understanding and aligning personal goals of team members with the company's vision fosters a deeper connection to the workplace.
- 🛠️ Enhancing capabilities through job-related skills, interpersonal skills, and life skills is crucial for personal and professional growth.
- 👥 Interpersonal skills such as people management and communication are essential for navigating workplace relationships effectively.
- 🏡 Life skills training, including personal finance and health management, contributes to employees' overall well-being and motivation.
- ❤️ Genuine care from management, demonstrated through fairness, work-life balance, and celebrating achievements, is a key motivator.
- 🏆 Celebrating and acknowledging employees' contributions is vital for maintaining motivation and preventing high performers from leaving.
- 🎓 The speaker offers a 40-minute high-intensity training as a special gift to further enhance understanding of building a scalable and profitable business.
Q & A
What is the main focus of the video?
-The main focus of the video is to explain the science behind building an extremely motivated team and to provide strategies for ensuring team members take ownership, are committed, and contribute to the organization's growth.
What is the common misconception about employee motivation mentioned in the video?
-The common misconception is that cash or higher pay is the primary motivator for employees to perform their best.
What did the experiment conducted by human behavioral scientists from Stanford University reveal about the relationship between pay and performance?
-The experiment revealed that higher pay did not lead to higher performance. In fact, it showed that even when employees were paid more for better performance, their performance decreased over time.
According to the video, what is the appropriate approach to compensating employees to ensure they are not solely focused on money?
-The video suggests paying employees enough so that they are not worried about money and can focus on solving the problems they encounter at work.
What is the first aspect mentioned in the video that truly motivates people?
-The first aspect that truly motivates people is feeling a sense of connection to the workplace.
What are the two driving forces of connection mentioned in the video?
-The two driving forces of connection are having a clear big vision for the business and understanding the personal aspirations and goals of individual team members.
How can an organization help employees enhance their capabilities according to the video?
-An organization can help employees enhance their capabilities by providing job-related skills training, interpersonal skills development, and life skills education.
What is the third invisible force discussed in the video for building a motivated team?
-The third invisible force is care, which involves treating team members with fairness, supporting work-life balance, and celebrating their contributions.
What is the special gift offered by the speaker for those who watch the video till the end?
-The special gift is a 40-minute high-performance training to help understand how to scale a business.
Why is it important for a business owner or leader to understand the personal goals of their team members?
-Understanding personal goals helps establish a deep level of connection with team members, making them feel valued and part of the organization's growth, which in turn enhances motivation.
What is the role of celebrating team members' contributions in building a motivated workplace?
-Celebrating team members' contributions shows that their work is recognized and valued, which is crucial for maintaining motivation and preventing talented individuals from leaving the organization.
Outlines
🚀 Building a Motivated Team Beyond Monetary Incentives
The first paragraph discusses the common misconception that cash is the primary motivator for employees. It highlights an experiment by Stanford University scientists that showed higher pay did not equate to better performance. The speaker emphasizes the importance of paying employees enough to focus on their work without financial stress but suggests that sustained motivation comes from deeper elements. The speaker introduces the concept of an 'Iceberg' to illustrate the deeper motivators beneath the surface, such as a sense of connection to the workplace and a clear big vision for the organization.
🌟 Enhancing Capabilities for a Motivated Workforce
The second paragraph focuses on the role of an organization in enhancing the capabilities of its employees as a key motivator. It distinguishes between job-related skills, such as sales training for a salesperson, interpersonal skills like people management and communication, and life skills including personal finance and health management. The speaker argues that by investing in these areas, organizations not only improve professional performance but also contribute to the personal growth of their employees, leading to higher motivation and performance.
💖 The Power of Care in Building a High-Performance Workplace
The third paragraph delves into the concept of care as a critical component in motivating teams. It outlines three indicators of care: fairness in workplace practices, work-life balance, and celebrating employees' contributions. The speaker argues that a fair workplace culture, acknowledgment of employees' work-life needs, and a culture of recognition and celebration are essential to retain and motivate high-performing employees. The paragraph concludes with a call to action for the viewer to access a 40-minute training on building a scalable and profitable business.
Mindmap
Keywords
💡Motivation
💡Ownership
💡Performance
💡Connection
💡Vision
💡Capability Enhancement
💡Interpersonal Skills
💡Life Skills
💡Care
💡Fairness
💡Celebration
Highlights
The common misconception that cash is the primary motivator for employees is debunked by an experiment from Stanford University.
Higher pay led to lower performance in the experiment conducted in Madurai, Tamil Nadu, challenging the belief that more pay equals more effort.
The study was replicated worldwide with consistent results that money is not a sustainable motivator for peak performance.
Sufficient pay is essential to ensure employees focus on problem-solving rather than financial concerns.
Creating sustained motivation involves deeper elements beyond monetary incentives, symbolized by the tip of an iceberg.
Employees feel connected to their workplace through a clear big vision and understanding of their contribution to the organization's goals.
Leaders must take time to understand the personal goals of team members to foster a sense of connection and commitment.
Facilitating conversations about personal aspirations helps individuals feel valued and connected to the organization's leadership.
Capability development is crucial for a motivated workforce, involving job-related skills, interpersonal skills, and life skills.
Job-related skills training is essential for employees to excel in their roles, such as sales or technical training.
Interpersonal skills, such as people management and communication, are vital for workplace relationships and team dynamics.
Life skills training, including financial management and health, contributes to employees' overall well-being and motivation.
Care as an intention from management is a critical yet often overlooked factor in building a motivated team.
Fairness in the workplace, including recognition and reward systems, is a key indicator of care for employees.
Work-life balance is essential for attracting and retaining talented employees who seek a high-quality life.
Celebrating and acknowledging employees' contributions is vital for maintaining motivation and preventing burnout.
A culture of celebration and recognition can prevent high-performing employees from quitting due to a lack of appreciation.
A special 40-minute high-performance training is offered to further insights on building a scalable and profitable business.
Transcripts
in this video I'm going to break down
for you the science behind building an
extremely motivated team I'm going to go
into the details of how do you make sure
that your team members take ownership
are committed and do whatever it takes
to produce the results and are building
the organization with you like a partner
and for those of you who watch this
video till the end I also have a special
gift but I'm going to be giving away a
40 minute highperformance training to
help you understand how do you scale
your business there's a lot of
strategies in there so I want you to
make sure that you're a finisher when it
comes to watching this
video now when we think about motivating
team members the normal notion is that
there's only one thing that motivates
employees to do their best and that one
thing that most people think about is
Cash the more you pay the more I will do
this is a notion that most people carry
but there was an interesting experiment
done by a bunch of of human behavioral
scientists from Stanford University
right here in India they took a bunch of
employees of an organization in madur in
Tamil Nadu and they created an
environment where they say higher the
performance higher the pay guess what
even after having an equation where
people get paid a lot of money when they
perform better they realize that higher
the pay lower the performance now they
replicated this study across different
parts of the world and the reports and
the result was the same money does not
motivate people to do their best every
single day money can create a temporary
spike in people's performance but then
people go back to the same old ways of
doing things so they said you got to pay
people enough you got to pay them enough
so that when they come to work they are
not worried about the money they are
focusing on the problems that they have
to solve at the workplace now if you
under pay people obviously they are only
going to be worried about the money and
that's not a healthy thing to do but I'm
here talking to you today about how do
you create sustained motivation how do
you build a workplace where people are
naturally high energy and are driven to
do whatever it takes so cash is
important as an aspect only to a certain
level there are certain deeper elements
and using this Iceberg today I want to
go into the deeper elements of what
motivates employees cash is what we see
from the outside but it's not the
driving force so let's understand what's
below the waterline that truly motivates
people here's the first aspect the first
aspect that truly motivates people is
only when they feel a sense of
connection to the
workplace now when do people feel
connection at a workplace here are the
things that you need to take care of for
people to feel connected and built a
bond with the workplace number one when
there is a clear big
Vision think about it if people
understand what are they contributing to
what is that bigger picture what is that
Big Goal what is that big Vision that
they are a part off then they feel
connected to the work of the
organization so ask yourself is there a
clear big Vision while you're building
your business and do your team members
know what that clear big vision is
because if team members don't know what
that clear big vision is they feel that
they are just clerical contributors who
are coming to do some clerical job and
get out of that so one aspect of
building connection is to have a clear
big vision for the business but it
doesn't end at just having a clear big
vision for the business it also then
extends into you as a management as a
owner as a leader in your organization
taking the time and effort to understand
the personal goals of your team
members the question question you need
to ask yourself is this have you sat
down with individuals on your team and
really ask them questions about what do
they want to achieve for themselves what
do they want to accomplish in their
career what do they want to create an
experience for their families when you
as a management team or a leadership
team spend time with individuals in
helping them create clear personal goals
that's when they feel more connected to
the organization and the leadership now
please understand this when you sit with
your team members and ask them what are
their personal goals what are their
personal aspirations what do they want
to accomplish in their career what do
they want to create and experience with
their families most people will not have
a clear answer because most individuals
themselves don't know what they want but
the fact that you facilitate this
conversation ask these questions and
Trigger them to think in this direction
establishes a deep level of connection
because that's when they understand
understand that here is an organization
that really wants me to grow and become
a better individual so connection has
two driving forces one to the business
by creating a clear big vision for the
business and second with the individual
by going in detail and understanding
their personal aspiration goals so
that's what creates connection and that
connection creates natural motivation
not external motivation the second
aspect that creates and contributes to a
motivated Workforce
is when you as an organization help them
enhance their
capabilities now what do I mean by
helping them enhance their capabilities
now as an organization when you hire
people it's not just a one-sided
relationship where they need to
contribute results it's a two-way
relationship where you need to
contribute to their growth their
development their learning now what are
the aspects where you need to focus on
capability development when it comes to
your teams one aspect is job related
skills where you have training and
mentoring uh initiatives for your team
members for the technical skills and the
technical knowledge that is required for
them to do their job role well so for a
salesperson it would be sales training
negotiation training presentation
training objection handling training
closing training those are job related
skills for a salesperson so at the end
of the day based on different job roles
you need to break down what are the
critical skills and knowledge required
and have job related training and
mentoring initiatives to enhance people
capabilities but it's not just job
related capabilities that you need to
focus on apart from job related
capabilities you also need to train and
Mentor your team members on what I call
interpersonal capabilities now what are
these interpersonal capabilities these
interpersonal skills are people
management skills communication skills
at the workplace with peers with
subordinates with managers teaching them
how to manage relationships at the
workplace no school no college no
University prepares people for this and
that's why you have people who are very
raw they may have the job related skills
but they don't know how to manage
relationships at the workplace they
don't know how to handle human emotions
they get stuck in Petty traps of ego
gossip groupism blame game so as an
organization this is a very critical
aspect you need to enhance people's
capabilities on and the third aspect
where you need to enhance people's
capabil is on
is life skills now what do I mean by
life skills as an organization teach
your team members how to manage their
personal finances teach them how to
utilize their salary how to save money
how to invest money how to use money for
the recreation of their family teach
people how to take care of their health
their personal nutrition diet exercise
yoga now when you go the extra mile and
run simple training and mentoring
initiatives on these life aspects then
you are making people a better version
of themselves you're not just making
them better professionals you're making
them better human beings and when you
have better human beings you have higher
motivation higher performance as a
natural byproduct of that which brings
me to the third and final point but
before that I want to give you a very
very special gift by now you should have
realized that for you to build a high
performance workplace and for you to
have a highly motivated team first you
need to enhance your capabilities now
for for you to enhance your capabilities
as a business owner I have created a 40
minute high-intensity training which I
have attached as a link below in the
description make sure you click on that
link and watch that 40 minute free
training it's a one-time opportunity
that link May expire in a few days so
make sure you take action right now so
with that let's go to the third
invisible force that helps you in
building a m motivated team and a high
performance workplace and the third
invisible force is
Care at the end of the day what you need
to understand is this care is an
intention you either have as a
management or you don't have as a
management if you as a business owner or
a leadership team walk into the
workplace and you look at your team
members just as resources who will help
you get the job done then you miss the
bus my friend today
people don't just want a workplace that
can give them a job opportunity and then
can pay them some amount of money as a
salary for them to sustain their
lifestyle today when team members come
to work they come to work for a certain
experience and if you really want to
enhance that experience and get the best
out of people you need to walk in with
the intention of Care Now what are your
indicators for you to demonstrate Care
at the end of the day you need to ask
yourself this question are you a fair
workplace which means what in your
workplace as a leadership team as a
business owner are you practicing Fair
practices of incentivizing people of
recognizing people of rewarding people
of making sure that the culture is clean
so that there's no office politics and
blame game and groupism that people have
to encounter when they come to work
every single day fairness runs and
reflects in every single decision you
make as a business owner
so you need to build a workplace that is
fair the second thing that showcases
care towards your team members and
employees is when you are taking care of
their work and their
life
balance look remember this work is a
part of people's lives if you are an
organization that drives the narrative
that work is your life then
unfortunately in today's day and age you
don't attract talented people talented
people today want to focus on high
quality living and a part of that high
quality living is contributed when the
workplace acknowledges and understands
that people have a life beyond work so
expecting your team members to work on
weekends expecting your team members to
stay back every single day and work till
late hours of the night expecting your
team members to sacrifice their holidays
or expecting your team members to come
to work even though they are unwell it's
not going to work we are in 2023 we are
not in 1993 where you can exploit people
and get work done so you got to take
care of people's work and their life
beyond work as well as an organization
so you attract retain and build a highly
motivated Workforce and the third and
final element that showcases care to
your team members is the fact that are
you being a
workplace that celebrates people there
was a study that was done with high
performers who had quit their jobs
and when the reason was dissected on
what led High performers who were doing
well on the job to quit their jobs the
number one reason was that they felt
that they were not acknowledged enough
they were not celebrated enough see
there's a very uh nice quote I once
heard from a team member in an
organization I was coaching they said
sir my boss abuses me and brings the
roof down when I don't do what I'm
supposed to do but when I'm doing what
I'm supposed to do they don't even tell
me that I'm doing what I supposed to do
so how do I know if I'm contributing or
not that's a very valid question that a
lot of people have when they are
contributing am I doing the right thing
am I adding value am I being able to
contribute to this workplace and if you
don't have a culture of celebrating
people acknowledging them recognizing
them then naturally people don't feel
motivated even though they are doing the
right things you need to let people know
how important they are how valuable they
are how precious their contribution is
so that they know what more to continue
doing but if you don't celebrate them
then you'll have your highly capable
team members highly contributing team
members over a period of time losing
motivation and morale and eventually
quitting the organization so when you
celebrate it shows that you care for the
contribution that they provide so these
are the elements the combination of all
these forces is what helps you build a
highly motivated team I hope you got
some actionable insights to implement at
your workplace and increase the
ownership and motivation level of your
existing teams now while you've learned
from this video make sure you go to the
description of this video and click on
the link where I've done a 40 minute
free training to break down for you how
do you build a scalable and a profitable
business watch that video and let's
continue the Journey of working together
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