How to Motivate Employees – 4 Strategies You Can Follow


Motivating Employees will help your business to grow. 4 strategies on how to motivate employees are described in this video.

Watch the video and get more information on how you can improve your company’s performance with these easy-to-implement ideas!

▶ Text and Concept by Andrea Manti, CBDO at Lean Community



📩 Download the Checklist here: https://leanlab.gumroad.com/l/12questions



🔖 Chapters:

▶ Intro (0:00)
▶ Job Relation (1:34)
▶ Survey and Checklist (1:59)
▶ The 2 Factor Theory(3:37)
▶ Disfunction of the Team (4:54)



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✏️ Here is the transcript of the video

Imagine a dream: employees and workforce so engaged at the workplace, that every problem or challenge is easily solved, and conflicts are quickly closed due to everyone pulling in the same direction.
Is that possible?

Surely there are a few things we can do to go in the right direction!

In modern industry, engaging people became an important topic after the «discovery» of the Toyota Production System.
According to Ohno’s method, the development of people was a key factor to engage employees to be an active part of the production process.

Through mentoring, Taiichi Ohno developed other people by challenging them with provocative questions, stimulating them to improve processes on their own, and then learning to self-manage them. 

For many managers, still today, the idea that workers can take decisions or improve processes on their own is unthinkable.

But according to Ohno’s way, teams should work as an autonomous nervous system, thus reacting to problems or taking actions without waiting for the brain the tell them to do.

To reach this condition, employees must reach a high level of motivation.

But how to do that?

Well, there is not an easy or quick answer. But different theories could help us!


▶ Method Number 1. Job Relation – Training Within Industry.


Job Relation is based on the concept that people are not a machine, and that People Must Be Treated As Individuals.



▶ Method Number 2. Survey and Checklist.

An easy way could be to go through a checklist that could help us to understand how people are feeling about their job and, most important, about their individuality.

Here is an example of a checklist with 12 Questions.

1. I know what is expected of me at work.
2. I have the materials and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.



▶ Method Number 3. The 2 factors theory.

Another method is based on the 2-factors theory by Frederick Herzberg: according to his research, we have limited power to motivate employees and, on top, offering money or paychecks or other extrinsic incentives, people won’t necessarily work harder or smarter.

«The opposite of job dissatisfaction is not job satisfaction, but no job dissatisfaction”



▶ Method number 4. Theory from Patrick Lencioni.

In his book, Lencioni describes a set of dysfunctional behaviors that can negatively impact teams, leading to a poorly motivated workforce.

1. Lack of Trust

2. Fear of conflict

3. Lack of commitment

4. Avoidance of Accountability

5. Inattention to results


▶ Conclusions

Now you are aware there are many theories you could investigate to try to raise the level of motivation of your employees.


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