| Recap of this week’s Leader Quick Tip: “It doesn’t matter” is the #1 de-motivator in corporate America today. |
Look around at a few teenagers you know. Some are not polite, not respectful, and not responsible. Some don’t study, don’t get a part-time job, and don’t help around the house. And why? See it from their point of view. They believe “it doesn’t matter.” So why bother?
Many people already in the workplace hold this belief that “it doesn’t matter.”
Can you grasp the far reaching impact of this?
And what about the impact when you are their manager?
“It doesn’t matter” clearly is a serious and pervasive problem in the workforce today. If fact, “it doesn’t matter” is the #1 de-motivator.
“It doesn’t matter” boils down to big trouble. Think about it. This belief that “it doesn’t matter” wraps its arms around many beliefs.
“You never get what your performance deserves.”
“Rewards aren’t based on your performance.”
“Poor performers get by with it.”
“High performers always get more work.”
“Seniority and politics count more than performance.”
And so on.
The solution is to create the belief that “it does matter.” That performance does matter.
“It does matter” because positive reinforcement is given, or withheld, to match what performance deserves;
Because “getting by” is not good enough;
Because poor performance is not tolerated;
Because what you say about the importance of performance is backed up with action;
Because you say what you’ll do, and you do what you say;
Because when performance gets off track, you see it quickly, and jump on it immediately;
Because you’re not afraid to confront anybody whose performance is not up to par;
Because you help people get back on course whether they need a word of encouragement or a helping hand;
Because you don’t play favorites; and
Because you hold EVERYBODY accountable.
And how do you as a leader benefit by erasing the belief that “it doesn’t matter?” Even with just a few or only two of those you lead?
This is how to motivate employees. Motivation leads to higher performance. And that’s what you want.
You’ll have less problem performers to deal with as motivation replaces de-motivation and employee job satisfaction increases.
Doing away with “it doesn’t matter” gives you your own employee motivation program, one that is entirely in your hands.
It also is your own personal employee performance management program, with a sound basis for developing performance improvement plans.
You become a more effective leader when you manage in a way that wipes out the damage caused by “it doesn’t matter.”
These benefits are yours for the taking.
“It doesn’t matter’” is an urgent issue because it holds you back as a leader from accomplishing all you have set your sights on.
Now is the time to act. Here is the way to get started.
Bone up on how to identify employees who hold the “it doesn’t matter” belief, and exactly how to tackle it.
Get a copy of Motivation Management by Thad Green, and read it, by clicking on amazon.com.
***Sign up for Martha’s webinar on September 22nd at 11:00 a.m.***
Take a chance on catching Martha by calling 678.576.5207.
Oh, and one more benefit. Your job becomes easier, less time consuming, and more satisfying when you cure “it doesn’t matter” among those you lead.
And remember, you CAN wipe away “it doesn’t matter” like the rain or the ocean tide makes footprints disappear.
