In a workplace setting, a manager is often viewed as the figurehead of the team, and sometimes even the company. The energy a manager gives is often reciprocated by their staff. A manager serves in a position similar to a quarterback for a football team. Not only are they often calling the shots for the business but are also responsible for setting the tone of the workplace. Managers are also the first tier when delivering employee engagement. As the adage goes ‘People don’t quit jobs. They quit bosses.’
Employee motivation is defined as the way that a company fosters the daily amount of enthusiasm, energy level, commitment, and amount of creativity an employee brings to the table each day. This can make a very large difference in employee retention and productivity rates. According to TeamStage and Gallop, motivated employees are 87% less likely to leave their company. At the same time, 81% of employees are thinking about quitting their jobs for better offers. Retaining employees can be hard enough while also striving to motivate them. These issues are often compounded when a company isn’t doing very well.
Many employees feel engaged in their work based on their company’s success. The better a company does, the more motivation they have for their company mindset. Conversely, if a company is doing poorly, some employees may not be as interested in the company. As a result, they are not only more likely to leave, but also to not have the same standards for their work. So the key question is, “how does a manager engage employees without the company success to assist in engagement?”
Motivating Your Employees- The Platinum Rule
Regardless of company success, managers have many ways to still continue to engage their employees. In 1996, Troy Alessandra and Michael O’Connor published a book known as “The Platinum Rule.” This rule differs from the Golden Rule of “Treat others as you want to be treated” and instead flips it to “Treat others how THEY want to be treated.” The reasoning for this is that not everyone will want to be treated the same way. Imagine this scenario:
Manager A has two direct reports, B and C. Manager A is a former direct report that received a promotion and much public recognition for a hard-working attitude and success. She enjoyed the recognition and was looking for a promotion, so her rewards were very fitting. B and C have both been working very hard, and A would like to reward them in the same way that she had been. While C welcomed the attention, B started to pull away from everyone, and loathed the additional responsibilities of management.
The Platinum Rule states that individuals should treat others the way that they want to be treated and ignores the fatal flaw of the Golden Rule. Not every individual wants to be treated the same way as you do. In the same way that direct reports have Work Orientation, they also have different preferences. A good manager should be able to see how an employee likes to be acknowledged and rewarded, and then act accordingly. This also gives direct reports a feeling of being recognized and valued. According to ApolloTechnical, a site specializing in HR Studies, “91% of HR Professionals believe that recognition and reward make employees more likely to stay.”
Utilizing The Platinum Rule
Getting to know employees as a manager and being open to communication can completely change how they feel about their occupation. While the Platinum Rule makes sense in theory, here are some ways that it can be utilized within the workplace.
1) Talk about communication preferences – Everyone has a different method of preferred communication, while some may view it differently than others. Some people personally prefer to minimize communication to professional discussions, while some of professionals prefer to send memes and personal items in work group chats. Regardless, by opening that communication channel, we are able to use our Slack professionally, and they have added their own channel just to joke around, which others can mute.
2) Learn about your Employees - Using a good 1:1 can completely change a coworker dynamic for the better. Understanding what motivates them, what their goals are, what type of support they need, and what they enjoy working with can allow you as a manager to then tailor work for them that they will get the most enjoyment out of. It also opens the door for you to create better incentive programs for them.
A company not necessarily doing so well doesn’t always mean that managers can’t afford to help provide incentives for their employees. Not every incentive needs to be financial. While it is important to financially benefit employees, there are other ways to incentivize them without breaking the bank.
· Casual Friday- In a Five Day work week, with about 50 to 60 hours a week, most people are tired and want nothing more than to relax by the time a weekend comes around. Removing or easing a corporate dress code can allow them to be as comfortable as possible while still being productive. In addition to this, managers should try to make tasks distributed over the course of the week, with more tasks toward the front of the week, allowing direct reports to ease into the weekend.
· Time off and longer breaks- Time off can be worth its money in gold- especially around holidays. Employees coming back from time off are often much more motivated to work, and are more likely to stay on with a team.
· Sponsoring education- This may be more expensive, and not necessarily available for every company. However, allowing opportunities for employees to receive higher education can completely change their life, and allow them to be a better worker.
Just because a company isn’t doing well at one point in time doesn’t mean that it won’t get better for them. However, losing a motivated employee base can mean a death sentence for a company. Appeal to the staff, and get to know how they are motivated, and follow up with them. It will make a massive difference.