Leaders who are excellent motivators don’t rely on the carrot versus stick approach, according to the Harvard Business Review. They don’t simply offer rewards for compliance and punishments for noncompliance. Instead, they use the following three practices.
1. Ensure employees understand the relevance of their work. People want to know that the time and effort they invest into their work is meaningful and important. They will feel unmotivated to perform their best unless they understand the context of their job and why it matters. Similarly, leaders should make sure employees understand what success looks like in their role and reward success when they achieve it.
2. Show genuine appreciation. To sustain motivation, consistently recognize employees’ contributions and make sure they feel appreciated and valued. Leaders often assume bonuses or similar rewards are the most effective motivators, but they should not underestimate the power of acknowledgement.
3. Reflect on your own level of motivation. Employees are attuned to their leader’s attitude at work. If they sense the leader is disconnected or unmotivated, the team is sure to emulate the same disposition.
More articles on leadership:
Memorial Hermann to cut additional 350 jobs
Johnson & Johnson CEO says healthcare policy redesign should take decades, not days
Mount Sinai Health System CEO: Senate bill doesn’t address systemic flaws in US healthcare system
At Becker's 4th Annual CEO + CFO Roundtable, taking place November 2–5 in Chicago, more than 1,500 hospital and health system executives tackle decisions that determine whether organizations thrive or merely survive: protecting margins under cost pressure, choosing where to grow, renegotiating payer relationships, stabilizing the workforce and proving real ROI on technology. This is where leaders work through them together, face-to-face. Apply for complimentary registration now.