Motivating Your Team

Would you like your employees to say things like, “It's fun to go into work!” and “I want to come to work in the morning?” Or “Monday is my favorite day to come to work?” Of course you would! It would mean you have a very motivated and committed workforce. But how do you find employees like this, and what do you do to make this happen?

In my work with many companies, I have found that, technically, you do not “motivate” another person; you can only create an environment in which they motivate themselves. Do I was very interested to talk with Greg Giles and Baylor Fortmeyer, partners in Momentum Transport, a provider of auto transport and car shopping services. I also talked with several of their employees about what they thought went into creating an environment of motivation in their company.

Giles told me he felt there were five things that were key to keeping a motivated team, and Fortmeyer added ideas on the same approach.

The first was “Try to hire 'A' team players every time-ones that share the same values and beliefs.” He went on to say that when you have talented, resourceful employees on the job, it becomes a snowball effect- the enthusiasm and motivation spreads to all employees. Fortmeyer echoes that thought and said that their hires are “consummate professionals -it's not their first job.”

Employee Mike Weiler felt that one of the reasons for their success and the motivating atmosphere was that the company had hired a team with common interests that related well from the very start that it was the most rigorous interview process he had ever experienced.

Second, Giles says “As an owner, I want everyone to know our vision for the company. Getting our employees to buy into the vision makes it more likely that they will accomplish it.” They use several forms of communication like emails, meetings, and other strategies to communicate the vision with employees.

Third, they also use daily huddles as problem-solving opportunities and to check up on how well they are achieving their goals and aligning with the vision.

Fourth, Momentum Transport empowers their people. Fortmeyer says that “they basically run their own business and we give them a lot of responsibility.” Giles adds that “Employees have accountability for the results.” They are also big on incentives and rewards.

The fifth technique is one I haven't heard much before, but it makes a lot of sense. Giles says, “Keeping me motivated.” He emphasizes that you must do things to keep the leaders motivated, so, among other things, he participates in a peer group that helps him stay inspired because “It starts at the top.”

It's obvious that the mindset of a leader is prevalent in the company when Fortmeyer says they are both there every day and have an “assist and guide attitude” that helps everyone enjoy their work and make it fun- no “gloom and doom.”

So what about the environment of motivation in your business? Does it measure up?

– “Motivating Your Team”, Peggy Morrow, BBB
(posted with permission)