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Mandatory Meetings No More: How to Motivate Without Ultimatums

Using ultimatums like mandatory, must, and have to will create resistance in the workplace. People resist being made to do anything they feel isn’t worthwhile. Instead of forcing, try these five motivating tactics.

1. Trust
2. Involve
3. Measure
4. Recognize and encourage
5. Grow

Trust

The number one objection I hear to hosting ‘non-mandatory’ meetings is, “How will the employees know they have to come?”

If you can’t trust your employees to know how to do their jobs, then you may have bigger problems than low meeting attendance.

Most meetings are so poorly run that employees don’t want to attend because they don’t want to waste their time. Would you trust someone who wants to waste your time?

According to Merriam Webster, a trustworthy person is ”a person on whom one relies.”

Here are a few simple ways to make sure your employees know you can be relied on.

1. Give people your undivided attention, or schedule a time when you can.
2. Keep your promises.
3. Lead by example, and be aware of double standards.
4. Be honest with priorities.
5. Assume your employees have the best intentions.

Involve

The best ideas about performance improvement usually come from the one doing the job. Ask your employees to submit ideas; you’ll be amazed at their initiative. Think that you can do it better than them, and they’ll let you try.

Involving your employees is easy if you follow these guidelines.

1. Distinguish different methods of decision-making, and be clear, at the start, which method will be used.
2. Connect each individual’s tasks to the organization’s success.
3. Build a values culture; not a flavor of the month culture.
4. Seek to understand; acknowledge all ideas.
5. Admit when you “don’t know.”

Measure

Have you ever played cards for fun? Have you ever played cards for money? They’re two different games. It’s more fun to play when someone keeps score. Avoid immeasurable instructions. Here are a few of the most common.

• Make it happen.
• Do whatever it takes.
• Be more: efficient, productive, organized, friendly, agreeable, positive.
• Do better.
• Watch your tone.
• Get along.

Instead, use measurable instructions that include dates, times, countable numbers or percentages, money earned or lost, along with specific observable behavior.

Some ideas for keeping score are:

1. Eliminate the immeasurable from job descriptions and performance reviews.
2. Calculate average times to complete most job tasks.
3. Identify scripts and vocabulary to use and to avoid.
4. Track timeliness of deadlines.
5. Quiz or assess employees on product, company, and industry knowledge.

Recognize and encourage

“There are two things people care about more than sex and money: recognition and praise.”—Mary Kay

The way to motivate is to validate.

“Treat a man as he is, and he will remain as he is. Treat a man as he could be, and he will become what he should be.” –Ralph Waldo Emerson

When you encourage your employees, it brings out their potential.

There is an infinite number of ways to say, “good job, or thanks.” Here are a few:

1. Write “way to go” messages on several post-it notes and scatter them around your employee’s desk.
2. Have fun, inexpensive trophies that rotate monthly to best team-player, most timely, best attitude turnaround, etc.
3. Have a wall of fame with client letters or other samples of employee success.
4. Use a changeable neon sign to spread the word about an employee’s good deeds.
5. Equipment or office furniture upgrade award.
6. Management does 1-3 hours of employee’s job for a day.
7. Create a “why you’re so great” plaque that lists your top employee’s 5 strengths.
8. Management acts as butler for the day and serves employees coffee, lunch, etc.
9. Call your employee’s mother to tell them how great the employee is.
10. Have chocolate bars custom made with employee’s name on them.

Encouragement starts with seeing what your employees are capable of.

Here are a few hints to help you spot potential.

1. Employees who are normally shy will be more outgoing when performing a task they like.
2. Employees who normally complain will stop when they’re doing something they enjoy.
3. Employees who are normally indecisive seem more confident when performing a job they are good at.
4. Employees who normally boast or try to control situations will seem more subdued when working on something that makes them feel good.
5. Employees who normally do the minimum work will give more time and creativity when they like what they’re doing.

Grow

“The illiterate of the future are not those that cannot read or write. They are those that can not learn, unlearn, relearn.”—Alvin Toffler

Growing your employees will grow their commitment to your organization. As a trainer, one of the objections to training that I hear most often is, “I don’t want to train them for the competition.” That may happen. What if you train employees and they leave? On the other hand, what if you don’t train employees and they stay? Companies with the highest retention are also the companies who encourage growth. Giving your employees knowledge helps them  see different perspectives. This will foster creativity, innovation, and flexibility to change, as well as prevent stagnation.

Try these inexpensive ways to grow your biggest asset—your employees.

1. Ask employees to pursue whatever interests them, and relate that knowledge to improving job performance.
2. Encourage membership in local clubs or associations like Toastmasters.
3. Volunteer with your team for a local cause. (This will foster rapport and trust too.)
4. Have employees give five-minute presentations on topics that are job-related, e.g., communication, change, customer service, and leadership.
5. Subscribe to relevant newsletters or trade publications.

Copyright 2007, develup

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