The One Universal, Proven Way To Motivate Employees

There’s an unexpected truism about motivating people.

It’s not the usual things you expect – of course, employees love perks. They appreciate flexible work schedules, time off. And yes, snacks or free lunches can make a company an attractive place to work.

But what we’ve found at Simple Mills – above all of this – is that people are most moved and driven by a problem that needs a solution.

I’ve seen it time and time again with individuals as well as teams. It’s incited whole departments, or small groups. I’ve even seen our entire organization come alive and work together when we have an issue that needs attention. When you think about it, it’s not really a surprise. People like to help. They like to contribute. It can be rewarding and satisfying. Monitor any social cause online, and you’ll see this motivator in action.

Don’t get me wrong; I’m not suggesting that problems are ideal to have! But you’re going to have them in your business. There’s no reason why you can’t let issues be a spark that inspires employees to come alive and give their best. It boils down to a few very simple steps.

It starts with the problem

A lot of leaders and entrepreneurs are afraid to disclose business issues. They’re afraid to show weakness, or that word might get out about a struggle at their company. They don’t want to discourage employees.

Certainly, there are times you should not disclose obstacles and limitations to who you should share with. But even in the instance that you need to restrict visibility to a problem, there is still opportunity.

Determine what your business dilemmas are and where and how you can tap into people at your company to help solve them. It might be one person, or a small handful of people. It might be everybody.

Once you know where you can include others, make it clear to them. Ask for their input, their expertise. Invite people to engage.

Then, it’s about the approach

With your business problem in hand, go to who you would like to help solve it. Let them know the pertinent details. Share what issue you’re facing, why it’s a problem, what it means to the company. Give them insight to what solutions you are considering. Make it clear that you want and need their opinion.

Your next steps are important – you need to give people room to contemplate suggestions and solutions. They may be able to rattle it off on the spot. There might be time they’d like to explore and ruminate.

If the deadline for a solution is tight, let them know. It can be ten minutes, or a week. Collectively agree on what’s a reasonable timeframe for their input.

When they’re sharing potential fixes, be patient. Let them make a case for their ideas before you cut in or ask questions.

Have an open mind, and don’t assume senior executives are the only resource. Nothing can excite and inspire a young or new employee than being able to participate and contribute.

After you’ve received everyone’s two cents, work to narrow to the best potential resolutions. Determine if further exploration is needed. Task it to people. Then, lock down the solution. Execute on it collectively, or single-handedly as it fits.

Celebrate the victories

You may not see the outcome of your solution instantly, but you can celebrate the collective effort toward the goal in the interim. Give praise, share gratitude. Highlight who showed up and what they brought to the picture. When the problem is solved, get out the champagne, or cupcakes. There’s no sweeter a gain than a team win.