Here Is a Simple Formula Organizational Leaders Can Use to Improve Employee Motivation, Employee Morale, and Employee Engagement!
One of the roles of a leader is to set the vision and communicate it to their followers. Whether the leader is leading a family, a business, a religious institution, a community service not-for-profit or a governmental agency the role of the leader is the same. The leader’s role is to inspire others to want to work towards the fulfillment of the vision and purpose articulated by the leader.
Leaders’ Humility, Compassion & Empathy:
The difference between mediocre leaders and “Champion” leaders are these three traits:
Humility – allows the leader to project confidence in the face of knowing he/she doesn’t know it all and has room for improvement. A leader with humility to open to feedback and sets the tone for an openness to constructive feedback allowing their organization to grow.
Compassion – allows the leader to show he/she cares about the individuals on their team as people and not pawns in the push to achieve the inspiring vision of the leader. Leading with compassion does three things:
- allows leaders to get to the know their people and what motivates them,
- helps them align their vision for the organization with their individual aspirations of each of their team members,
- creates an organizational culture that allows for making mistakes and learning from them which allows everyone on the team to contribute at a higher level with the right amount of positive, motivating stress.
Empathy - flows from compassion and allows the leader to see a situation from another’s perspective and truly appreciate feelings, emotions and challenges of the other human being. Champion leaders are able to express empathy through their specific interactions with others and display empathetic behaviors in a way that connects deeply with their team members, building high levels of trust between them.
Employees’ Unique Aspirations:
If a leader goes it alone and creates the vision in a vacuum without understanding the aspirations of those he/she is trying to lead, there will be a limited number of people who will follow with zeal. Most will follow because they have to, not because they want to and buy-in with true commitment will be extremely limited.
However, if the leader learns the individual aspirations (or the collective aspirations of a tight knit team whose members all in it for the same reasons) of those they are leading, the vision and the message articulating the vision can be tweaked accordingly so that the purpose of achieving the vision for organization can also be aligned with the purpose of the followers (either individually or collectively).
This is called alignment. Aligning the personal aspirations of team members (employees, volunteers, etc.) with the aspirations of the organization.
Inspired via Twitter by a “tweet” from Steve Keating (www.linkedin.com/in/stevekeating), which read “Average leaders make their people perspire while great leaders make them inspired.”
After reviewing the above “Employee Motivation Equation” Steve replied on Twitter, “I think it’s great – and 100% accurate. ”
This employee motivation equation is simple but not necessarily easy to pull off if you have struggled with finding the right formula to motivate employees in the past.
That’s why I’ve created “The Leadership & Employee Motivation Assessment” – A 21-Point Assessment tool that will give you insights into the things you are doing well, and the things you could/should be doing better to motivate your employees. And, Best of All, not one of them will cost you a dime to implement, I guarantee it!
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