Senior Management Services Purging nightmares from business dreams.

Do "motivational techniques" really help?

Do "motivational techniques" really help?

In last week's PVT, I mentioned that:

• A Gallup poll of more 1 million employed U.S. workers concluded that a bad boss or supervisor is the Number 1 Reason people quit their jobs.
• Poorly managed work groups are on average 50 percent less productive and 44 percent less profitable than well-managed groups.
• Common bad boss behaviors include bullying, incompetence, harassment and discrimination, inadequate compensation, not respecting leg' al rights, privacy invasion.
• A recent Monster Meter poll asked Monster members which TV show most closely resembled their work environments. 39% Survivor, 37% The Office, 13% CSI, 11% The Apprentice. See article at

I also talked about our Pampered Workforce.

Employees demand more money ... "management" complies ... yet, employees don't produce more. Why? Because employees feel entitled to the increase at CURRENT PRODUCTIVITY.

Thus, employees produce the same or fewer results at higher labor costs. Bottom line: Increased wages and fancy benefits programs do not increase productivity!

Employees demand more money and better benefits because of conscious-level needs that lie deep in the unconscious mind, which translates unconscious needs into consciously expressed needs. To understand the role of baseline motivation in workforce activities, we must distinguish between MOTIVATION and MORALE.

However, you can't establish a motivated group by "working on" morale. Further, you might find some unmotivated members within a "high motivation/high morale" group...

Let's continue ...

Why is "managing emotions" the most difficult part of management technology?

Until recently, "motivating people" was considered the only technology for managing emotions. It was as if you could use certain "motivational" techniques and get the desired results the same way you can "clean-up" something like Inventory Control or Order Entry or whatever.

But, little or no attention was paid to the subordinate’s unconscious mind. Classical "motivational" techniques, developed and quantified over the years, only built a foundation for enhancing positive self-perception.

But, let's start with what is likely to be in your employee's mind concerning business...

Do your employees have these typical views of "Business?"

Most people in the US have been "brainwashed" by media and public (government) schools that are negative toward business and business owners. ("Business just uses people, spoils natural resources, rewards only the rich ...yada...yada... yada... ")

This brainwashing obscures the reasons why business is important. To most people, business simply isn't important and never will be. So, we find scant employee loyalty and abundant hostility.

Recognize that you can't conquer a lifetime's worth of anti-business bias. Instead, take advantage of it by portraying business as something everyone uses for personal gain, because everyone does that anyway.

Therefore, when dealing with your manager or subordinates, emphasize THEIR self-interest. Further, there is much you can do to handle emotional relationships with your subordinates.

What is the difference between MOTIVATION and MORALE -- and what difference does it make?

With respect to motivation and morale, you have four possibilities:

1. HIGH Motivation/HIGH Morale

2. HIGH Motivation/LOW Morale

3. LOW Motivation/HIGH Morale

4. LOW Motivation/LOW Morale

Next week, I will discuss "hygiene factors" and "motivators" and how proper usage can help you and your teams be more productive. Here's a prelude:

When you apply a MOTIVATOR, it tends to "motivate people." If you withdraw or never apply the motivator, people tend to become demotivated.

When you apply HYGIENE FACTORS, even robustly, you motivate no one. But, if you don't apply them, their absence will demotivate.

So, you must apply hygiene factors - not to motivate, but to avoid demotivation. To be continued in next week's PVT ... Meanwhile ...

...What do industry giants like Disney, Microsoft, Intel, and American Express have in common?

They've all sought out the expertise of the "master of targeted opt-in e-mail," Jonathan Mizel! Now you can, too!

Hardcore businesses pay thousands of dollars to hear Jonathan speak, but you don't have to. Through an exclusive offer with AWeber Communications, Inc., you can hear directly from Jonathan - for FREE!

Right now, the two-part video of Jonathan's sequential autoresponse seminar in London, England is in the AWeber control panel. In this amazing hour, Jonathan reveals:

• Totally unique ways to use AWeber autoresponders
• Two case studies of doubled, even tripled profits
• Secrets of super-marketers like Marlon Sanders
• Jonathan's own secrets, a peek inside his organization! This video puts thousands of dollars worth of intellectual material at your fingertips. Take advantage of Jonathan's expertise right now!

You can order an Unlimited Follow up Autoresponder from AWeber today and get access to the revealing e-mail secrets of Jonathan Mizel.

Until next week,

Mike Hayden, Principal/Consultant
Your partner in streamlining business.

PS. Profitable Venture Tactics is FREE, click here to sign up.

PPS. To sign up for the FREE PVT Forum, click here.

Senior Management Services
9457 S. University Blvd. Suite 235 Highlands Ranch, CO 80126

(408) 817-5684
Fax: (952) 674-1767
Home page

* * * * * * * * * * * * * * * * * * * * * * * * *

To TOP