How to Boost Team PRODUCTIVITY l 3 Strategies

Summary

This 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

00:00

🚀 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.

05:02

🌟 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.

10:04

💖 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.

Keywords

💡Motivation

Motivation refers to the psychological drive that influences a person's behavior towards a goal. In the context of the video, motivation is discussed as a key factor in building a high-performing team. The video challenges the common notion that cash is the primary motivator, instead highlighting other deeper elements that truly inspire employees, such as a sense of connection to the workplace and personal growth opportunities.

💡Ownership

Ownership in this video script signifies the sense of responsibility and commitment that team members feel towards their work and the organization. It is mentioned as an essential outcome of proper motivation, where employees act as partners in building the organization, taking initiative and going beyond their basic job requirements.

💡Performance

Performance is the measure of how well an individual or team is executing their tasks and contributing to the organization's goals. The video discusses an experiment where higher pay did not equate to higher performance, suggesting that extrinsic rewards like money may not be the best motivator for sustained high performance.

💡Connection

Connection, as used in the script, refers to the emotional bond and sense of belonging that employees feel towards their workplace. It is considered a fundamental aspect of motivation, where employees feel connected to the organization's vision and their personal goals are aligned with the company's objectives.

💡Vision

Vision in the video is defined as the clear, big-picture goal or aspiration of an organization. It is a motivational factor because when employees understand the broader purpose of their work and how they contribute to this vision, they are more likely to feel connected and motivated.

💡Capability Enhancement

Capability Enhancement is about growing and developing the skills and competencies of team members. The video emphasizes that organizations should not only expect results from their employees but also contribute to their personal and professional development, including job-related skills, interpersonal skills, and life skills.

💡Interpersonal Skills

Interpersonal Skills are the abilities required to effectively interact and communicate with others in a workplace setting. The script mentions these skills as an important aspect of capability enhancement, necessary for managing relationships and navigating the social dynamics of the workplace.

💡Life Skills

Life Skills, as discussed in the video, encompass personal finance management, health and wellness practices, and other abilities that contribute to a balanced life outside of work. The video suggests that teaching these skills can help make employees better human beings, which in turn can lead to higher motivation and performance.

💡Care

Care in the context of the video represents the intention and actions of management to look after the well-being of their team members. It is portrayed as a critical invisible force for motivation, where demonstrating care through fairness, work-life balance, and celebrating contributions can significantly impact employee morale and performance.

💡Fairness

Fairness is the principle of treating all employees equally and justly in the workplace. The video script uses the term to highlight the importance of creating a culture free from office politics and favoritism, where recognition and rewards are distributed based on merit and performance.

💡Celebration

Celebration in the video refers to the act of acknowledging and appreciating the efforts and achievements of team members. It is presented as a crucial element of care, where recognizing employees' contributions can boost motivation and prevent feelings of being undervalued.

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