Dr. Allen Nazeri (founder, Business Mastermind Group) discusses how to motivate unmotivated employees. He advises leaders first examine their own motivation (law of magnetism), stresses careful hiring (citing Ritz-Carlton's 22 interviews), recommends connecting with employees at a heart level, highlighting and validating their potential via others, and rewarding them (monetary and non-monetary). Ends with a short anecdote and call-to-action to engage on social media.
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Hello, everyone. This is Dr. Alan, the founder of Business Mastermind Group. One of the more common questions I get asked by clients that hire me to go into their companies is that how do we get an unmotivated person motivated? Well, first thing I do is look at the person who's asking the question, are they motivated enough themselves? Because the law of magnetism from the book of John Maxwell, 21 irrefutable laws of leadership basically states that you attract to your team who you are. So if I'm not motivated, how can I get people that are motivated on my team? Now, the hiring process obviously is very important. The Ritz Carlton hotels, they do an average of 22 interviews before they hire an individual. Well, now you may say, well, you know, I hired the person who was motivated, and then somehow he changed behavior. Now he's not motivated anymore. So now what? And that can happen. Well, good leaders understand that relationship and motivation goes hand to hand. So what I'm talking about is good leaders understand that we need to connect on a heart level with our team members. So when you connect with someone on a heart to heart level, you basically influence them more. And when they influence them, the more you are able to motivate them more. And they're on purpose. They want to get things done for you.
The next item is that employees or the team members who we are able to.
Show them what potential they have, they tend to uphold that reputation. So if you have a team member on your team that is not motivated enough, well, find a positive trait about that. Everyone has something positive or some sort of a strong skill, validate that with them, let them know, paint a picture of what their potential looks like and even validate that with other team members so the person can hear it even from more people, and they will uphold that reputation. And lastly, we need to reward employees. And reward is not obviously always monetary, but money helps. Money is a measure of success for many people. So we do need to reward that. And that reminds me of a story that the salesman was sitting at a restaurant and outside through the window, he was watching the snow coming down. And he asks the waiter, are the roads going to be clear? The waiter looks at him and says, are you on a salary or are you on a Commission? This is Dr. Allen, founder of Business Mastermind Group. Please post your stories or your videos on Business Mastermind Group International on Facebook or Tweet me at DrAllenCoaching. Grow, inspire and pass it on. That is my motto. Bye for now.
