AZ Growth Group

If you are a Marketing leader or CEO (or want to be one) and have encountered some Motivation issues and would like to address them this Episode will help you to get more about

1. “How to motivate the Marketing team (Well actually not only Marketing)”

2. “What are the best ways to keep Teams Performance”

We always think that if we hire a Marketer (well, actually, any specialists), they MUST be motivated because we pay them for their “Job to be done”, but in reality ….“Pressures on people, whether it's positive or negative, it impacts their creativity, it impacts their ability to innovate, and it stresses them out”

To be more precisely: Here are a few TOP points that influence motivation:

TOP1 (To be frank, the most underrated one) is “Intrinsic motivation,” and it’s far more powerful than extrinsic motivation. Marketing specialists, as well as Salespeople, are creators (mostly). They perform much better when motivation comes from within. Won’t be true if I say Commissions, Money, or Getting a trophy isn’t important -> Nope, actually, it’s in the First place just because “If they don't have enough money to feed their family, all they can think about is how to get enough money to feed the family” (In a work context, if they haven't been paid fairly right from the onset, you're going to have a problem because all they're going to be thinking about is the fact that they can't make ends meet). But If you can come at people from Empowerment and growth in these things that are within all of us, it makes a very big difference. That is why it’s so important to do “homework” and understand what fair pay for the role is, and once it is settled, take the money issue off the table.
TOP2: The next step when you’ve settled the money issue is Safety, psychological safety (or trust in a Leader and Organisation), without those, you know, the culture is doomed. If your employees don’t trust you or don’t feel safety to speak and expressing themself they will start doing only what was said and nothing more, and that’s Okay for a linear positions, but crucial for Middle and Senior positions.

   Be aware a Talent Crisis has Emerged:  
Average turnover is 10-15% (highly dependant on industry- retail and healthcare are much higher) 
Replacing junior staff - 30% of their salary
Replacing specialized staff - up to 400% of their salary 
The "quiet quitter" - 34% of their salary annually

Until those two things are settled, focusing on anything else is kind of pointless. So it's really, really important for organizations to understand and make sure they understand, how their employees feel about those things right from the onset.

We need to understand that these people will drive our business results. These people will impress our customers. So even if motives aren't very altruistic there is a really strong business argument for taking care of them otherwise, it will bite you.

Right now, in the age of Reputation and recommendations (age of transparency), we can’t allow ourselves to mess up with ratings, no one will work with us, and even worse, our Ex-employees can turn the Money table by starting working with competitors or customers.

Around 70 percent of employees who are looking to go to companies are looking at ratings (like Glassdoor)

But always remember: “Motivation is as unique as a person” So don’t make generalizations, because the best way to understand what motivates people is to ask them!Conduct Stay interviews and foster personality.

The next point on the agenda is that the most prevalent in the workforce right now is the Millennials (and some of them at their 40sh), and more and more Gen Zs are joining the workforce, but they are specific and different. Work-life balance isn't so much to them, but the value of connections and flexibility to run their own schedule. They want to make an impact but also want to grow fast, and they're very eager.

Would like to know more….. Grab some corn and enjoy this Episode #1. Have a nice listening

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PODCAST SUMMARY

What motivates people

Intrinsic motivation is far more powerful than extrinsic
But Fair pay on the TOP of everything
Without Safety and trust, no one Team can’t be built

Generation Motivation difference

The generation that is most prevalent in the workforce right now is the Millennials (and some of them at their 40sh)
Gen Z wants to grow fast, and they're very eager. They are passionate and would like to make an impact - The faster you understand what influences them, the better.
Gen Z wants a lot and fast due to Social proof of “that live”, but at the same time, the are looking for and value Connections
Gen Z values Purpose and want to make an impact, but they want the flexibility to run their own schedule - work-life balance isn't so much to them.
It’s Okay for Gen Z to have side hustles (most of them have multiple side hustles)

Loyalty in a Danger (“is dead, to be honest”)

The more organizations fracture trust and loyalties the more employees will respond with the same.

Remote work has conflicting things

Gen Zs value remote work and digital technology
But it is counterintuitive against Networking - It's a lot harder to go in, meet new people, people that are on your team.
Be careful and don’t force your employees to go back to the office that might be the last point of the “loyalty”

The most common motivation mistakes are

Focus on extrinsic motivation over intrinsic motivation
Annual performance review “The favorite thing, I love to hate”. The better way to do the performance would be on an ongoing basis.
Freedom to choose - giving the freedom to choose how to do work, when to do and with whom will give a lot more empowerment and satisfaction.
Uncertainties in tasks setting up - to perform better is crucial to set up clear goals and measurements, we must explain what wins look like for us and allow employees to do their job. Don’t judge by hours but “Job has been done”

If you want to Be the Employer Everyone Wants to Work For

https://www.staytalent.com/

Book a Free consultation with Kelly

Stop losing your Employees. Episode №1 - Motivation and Employee Retention.