Employees leave their jobs for many reasons. Sometimes it’s because of the money, but most of the time it’s not. Proper compensation is excellent, but managers and business owners should understand that employees need more than financial growth. Let me explain to you the four reasons good employees leave.
Archive for year: 2016
Why do we do what we do? This question has boggled psychologists for decades. Up until now, there is no clear-cut answer to this million-dollar question. Theories are the best bet we have at the moment, from B.F. Skinner’s operant conditioning to Abraham Maslow’s hierarchy of needs.
The Nature of Motivation
But although this field is still up for debate and research, one thing is clear: motivation is the reason we do what we do. Its literal meaning, after all, is the desire to do something. Be it waking up early in the morning to jog or working overtime on a weekly basis, it is what keeps us going. Without motivation, we will have neither the desire nor the energy to do something we deem productive.
At its core, motivation has three key components. The first element is activation, in which the person decides to initiate the action. After activation comes persistence, which signifies the effort the person exerts to overcome obstacles and fulfill the goal. The last component is intensity – the amount of vigor spent to achieve the goal.
Where the motivation comes from is a different discussion. Psychologists say that motivation can either be intrinsic or extrinsic. The former comes from within, meaning you actually want to do the action. Personal gratification is the keyword here. The latter is all about the external factors that drive us to complete an action, from tangible rewards (e.g. money, awards) to social recognition.
Psychology, Productivity, and Your Workforce
So how does the psychology of motivation relate to business? It’s fairly simple. Without motivation, any company would stagnate and eventually go bust. A business depends on the people under its employ, which means that the performance of the staff members dictates how well the company competes with the rest of the market. Without its staff fulfilling basic and crucial tasks, there would be no running enterprise to begin with.
Now, think of a situation where the workers have no motivation whatsoever to finish their job. The company won’t meet its goals, and there would be no way for the business grow. Should this trend continue, the business will crash.
For this reason, it is important to ensure that your workforce has the proper motivation to do well in their respective jobs. This is where Brad Montgomery and his team steps in. As one of the top motivational speakers in the country, Brad has the skill to bring out the best in your employees and make sure that they continue to perform excellently in their roles.
Contact us today for more information about Brad’s services.
By Brad Montgomery, CSP, CPAE
I’ve done a lot of speaking engagements in my 25+ years as a motivational speaker. And before I began my speaking
career, I was an entertainer — comedy and magic. I’ve been part of a lot of shows, events, luncheons, keynotes, after-dinner galas, you-name-it, I’ve probably done it. I’ve worked with tons of awesome meeting planners. I’ve become close friends with a huge number of them. Yet there are still some things many professional speakers are afraid to tell our meeting planners because we don’t want to be prima donnas. But I’m going to tell them to you now. Once you incorporate these ideas into your next event, guaranteed it will be better. As you’ll read, most of all we don’t want to come off as a needy egotistic jerks. But, having said that …
1. Treat Your Speaker Like a Prima Donna.
Ok, not the full prima donna. But remember that we’re prepping for a big presentation. YOUR presentation.
Here’s the problem…we KNOW you hate pain-in-the-butt speakers who need to be treated special, don’t want to be bothered with meet-and-greets, etc. And we don’t want to be that person. We don’t want be be a needy jerk. After all, it’s pretty hard to complain about our horrible workload when we’re working 60 minutes a day, right? (Especially since we know you’ve probably been up and working since 5 AM.)
But at the same time, we are being hired to burn bright like a star for our 60 or 120 minutes. And for us to be at our best for that short, focused time takes more energy than you might guess. (Mental and even physical.) And on top of that, we might be nervous, tired, jet-lagged, getting a cold, or dealing with some issue that we don’t feel comfortable revealing to you our our clients.
What does this mean in practice? It means that a little TLC can go a long way. It means you might encourage us to leave the meet-and-greet a little early so we can get our sleep. You might give us time to visit the hotel gym. You might understand that a bit of quiet time or a long walk is the way we prepare for your event. A little TLC might put us in that Supercalifragilistic mood that translates into an epic performance onstage and more ROI for your speaking dollar.
2. Follow Our AV Requirements.
I was recently at a huge conference when a totally terrific meeting planner complained about a speaker who
needed “a bunch of AV-crap, even though it’s just a 30 minute speech!” I laughed the “hee-haw” kind of laugh, the “wow-wasn’t-that-speaker-a-jerk” kind of laugh. But on the inside I was aghast. The truth was that I was too shocked (and too chicken) to tell the meeting planner she had it wrong.
We speakers are afraid to say, “Darn it! I don’t care if it’s only 5 minutes! If you want me to do what you hired me for, help me to get the stuff I need enable me to deliver.” Yes, we speakers understand the realities of limited budgets, and we like to do our best to help you live within them. But you’ve hired us to do our best. And if our best really does require an extra sound input, or having the computer in a certain place, or maybe even a light cue, why not just trust us and provide what we ask? You’ve already paid for the cake. You’ve arranged for the frosting. Why not just go all out and get us the birthday candles too? You might not even fully understand why this extra stuff will improve our performance; but we do. Trust us. (It’s also cool to ask: “I’m on a budget; is this particular expense worth it?” In my case, I’ll be honest and help you to make the choice. Seriously…just ask. I’m really great at helping you stay in budget we can strategize priorities.)
In my case, I’ve worked hard to appeal to many senses in my programs. I have some non-traditional powerpoint, sound effects, and sometimes even confetti. Non of it is crucial…heck, I can do it no matter what. (One time I gave my talk from the back of a truck…no…I’m not kidding.) But all of this “extra crap” is well thought-out, and adds to the impact of the presentation. All of it helps the program to engage your audience — which makes the message more sticky.)
3. Feed Us.
Sometimes we’re afraid to ask because we don’t want to be a bother.
This gets back to the “I don’t want to be thought of as a jerk” idea. (Remember, we’re trying to impress you.) Sometimes it’s a messed up sound check or a bad flight schedule that has us unable to eat prior to arriving at the venue. But we speakers get hungry too. We’re trying not to be a bother; sometimes we just need calories. So the offer of helping us score some chow might be more appreciated than you think. I’ve worked for planners who I KNOW think, “I’ve paid him enough; he can buy his own flippin’ sandwich!” It’s not the money. It’s the time and trouble that sometimes interferes with excellence.
Yes, we can just eat with the client. But sometimes it’s better for us to gather our thoughts and go over notes rather than fight the buffet line. Sometimes a box lunch would go a long way. A couple of apples and a couple of bottles of water to take up to our hotel room can be a life saver. (And pay HUGE dividends regarding improved performance.)
It’s sometimes impossible (or at least awkward) for us to ask you to get us a lunch. So asking if we need some help can pay huge dividends.
Recently I had an early sound check before a 9 AM keynote. There should be been plenty of time for me to
get breakfast after the soundcheck. But things were a bit wonky, and on top of that I was approached by the CEO who wanted to chat. A long chat…which I happen to love. All of this was fine…except that I didn’t have time to get food. My meeting planner saw the issue, and sent somebody to find me a bowl of oatmeal, a cup of coffee and a banana…. Brilliant! I ate it in the back 12 minutes before I hit the stage. I probably would have ended up going up on stage for 90 minutes without any fuel had she not treated me so well. Trust me when I say she got WAY more value out of me because of the oatmeal!
Take my advice and give your next professional speaker a little TLC. What you might get back is an rock star performance that makes you look like the genius!
Call today for a free consultation!
Brad Montgomery is a motivational speaker, corporate consultant,, husband, father, US citizen, Colorado resident, soccer player, roller hockey player, and down-right good guy. He’s been motivating and entertaining audiences for over 25 years, and is a Certified Speaking Professional, a designation given by the National Speakers Association to less than 5% of their membership. He was recently inducted into the CPAE Speaker Hall of Fame — an elite group of professional speakers that includes only about 130 living members worldwide. Brad motivates groups on topics such as motivation, leadership, team work, and productive positive cultures. Find out more about him at http://www.MontgomeryPresents.com
It’s a failure to plan ahead for the (sometimes necessary) boring parts. Let me explain:Here’s another cool idea about how to make your meeting or convention more epic and more awesome. Here’s what I want you to do when you plan your meeting.
Inspiration is everywhere, and nothing motivates people better than something to aim for. We think that what we do here isn’t really about motivating people to do the things they need to get done, per se. We help them find the reasons they need to motivate themselves. This is probably a more effective approach, since it allows people to find the answers for themselves.
Finding Motivation in Strange Places
Motivation is notoriously difficult to find, especially considering the prevailing attitude about it is that it’s the one that’s supposed to find you. This is a passive approach that takes forever to fulfill, and the ones waiting for motivation to hit usually never recognize it when it does.
Make no mistake, motivation can be found; it only takes a bit of imagination with regards to the places where people can look. Most people will snicker at this, but the bathroom is one of the most underrated places for people to motivate themselves. It sounds weird, but hear us out, there are some valuable motivational lessons that we can learn in the john if we paid enough attention.
Appreciate the Little Things
Take note of urine color the next time you take a pee break and congratulate yourself if it’s clear. This means you’re properly hydrated. The devil is in the details in most everything we do. If we don’t stop to acknowledge the small things we’re doing right, we’ll never be happy even with the big things.
Give Yourself Small Goals
Do you know those small mint things they put in urinals? Don’t you ever want to see that thing melt away? That’s what one of our correspondents tried to do. He went to the bathroom every chance he could pee in the same urinal, just to melt the little mint completely.
Did he accomplish anything by sticking to this quest so religiously? Many would argue that he didn’t, but it misses the point. The fact of the matter is, this man gave himself a goal, and he pushed through with it until he succeeded. Work is almost always small tasks that slowly build into bigger ones over time. Stick to the small goals and you’ll slowly chip away at the big prize.
This isn’t the usual advice most motivational speakers give their audience (maybe for good reason), but these off-beat lessons need sharing. If you’re looking for a speaker that’s not afraid to go to new places to help motivate your company, contact us today. We’ll surprise, excite, and do whatever it takes to stimulate your workforce.
Although introverts make up half of the population, most of them still have to thrive in an extrovert-oriented world. In the workplace, an employee’s ability to lead should not only be characterized by their charisma and likeability. As an organization that cultivates employee confidence and productivity, we believe that with the right supervision, introverted employees can shine in the workplace.
In her book titled “Quiet Influence: The Introvert’s Guide to Making a Difference,” Jennifer Kahnweiler gives us an insight of how introverts can leverage their strengths to become highly effective movers of society.
Who Are the Introverts in the Workplace?
Most recruitment officers would go for candidates who are outgoing and charismatic. By doing this, they have closed their doors to those who might have been better assets to the organization. Introversion is simply a temperament or a preference.
A common negative trait associated with introversion is shyness. In fact, not all introverts are shy. They just happen to be quiet. Workplace introverts are those who do not ask too many questions during orientations and meetings. They are the ones who work quietly, do not engage in small talk and leave the office on the dot to avoid interaction.
How Introverts Can Shine in the Workplace
Quietness is not entirely negative. Introverts value their solitude, which means that they have a higher degree of self-awareness. People who are more self-aware tend to be more sympathetic and compassionate towards other people. Though they may appear passive and apathetic at times, they are actually more pensive; thus, careful and wise with their words and decisions.
Introverts reveal their talents and interests in in-depth conversation and focused dialogue. To inspire introverts to lead, managers should give them tasks that will most likely bring out their creativity. Research links creativity as a common trait among introverts. They tend to be more productive if an activity or a task brings out the inner artist in them. It will come as a surprise that the person whom everyone perceived to be submissive is actually the one to break the status quo and inspire innovation.
Introverted employees usually shy away from public speaking. As an organization, you should not just let them stay in their comfort zones. Give them opportunities to shine and put their skills and talents to good use. Contact us today and help groom them to become effective and confident public speakers and leaders.
You have a great team of employees that constantly exceeds your expectations. They seem to be enthusiastic and motivated, as well as passionate about the work they are doing. The only problem is, they are leaving one by one. They are sending you resignation letters, and you do not have an idea how to stop it.
It’s sad. When employees seem to have one too many bad days, they may be thinking of leaving their job behind. Employee retention these days is more than just about making employees happy in the present. It is also important to consider their happiness and satisfaction for the long term.
Here are a few reasons why employees are packing their bags, and insight on what you can do to keep this from happening:
No Career Growth
It is extremely important for employees to have the ability to grow in their career path. This is why employers need to ask team members about their own goals and expectations. It is always important to find out the skills they want to sharpen or acquire. It is also advisable to offer leadership training and mentorship programs.
When you give employees the tools they need, they will be motivated to achieve their professional goals. They will also be motivated to come to work and contribute to the company’s success.
No Success Contribution
Employees want to know that their work affects the company. The bad news is, team members are just compensated for their performance, and not how they contribute to the organization’s overall success. It can be disappointing to know that they are just part of the process and not the result.
It always makes sense to give employees a share of the profit or reward them for their contribution. This will help make them feel like they are truly an important part of the organization, rather than just replaceable staff members. Profit shares, if feasible, will strengthen relationship with employees.
No Promotion Within
When employers do not promote from within, employees may feel the need to leave their jobs to advance at another company. If you have a new management position, you don’t always have to hire outside. It is always better to promote a top performer to save on time and resources spent on training someone new and unfamiliar with internal processes.
There are plenty of ways to inspire staff members. Brad Montgomery knows that employees need the right motivation to be happy and satisfied. As a trusted motivational speaker, he can inspire employees and help strengthen bonds within an organization. Contact Brad today and find out how he can inspire and motivate your employees.
Self-motivated employees are the most productive in the workforce. Managers are willing to give them more latitude and freedom with their work because of their productivity. However, this type of employee is difficult to find because several factors have to come together for this to happen. You, as a leader, have the power to instill a self-driving attitude in your employees by developing their intrinsic motivation.
Develop Intrinsic Motivation in Employees
An employee’s intrinsic motivation is their inherent drive to face new challenges and discover new possibilities—something that ties with their social and cognitive development within and outside the office. Social context situations such as rewards or feedback about work lead to experiences of competence and accomplishment. On the other hand, negative feedback does the opposite effect to a person’s intrinsic motivation.
Small things like thank you notes, acknowledgement of contributions and more latitude in work gives an employee confidence and sets the foundation for building intrinsic motivation. Before you start praising and rewarding your workforce, they must also display competence.
Autonomy must accompany competence for an employee to see that their behavior follows self-determination by intrinsic motivation. For this to occur, there should be an immediate contextual support for both. As a manager, you must meet the needs of your workforce to keep them motivated. You accomplish this through appropriate compensation, bonuses and other forms of material rewards based on performance. Other ways include; creating a culture and environment conducive for work and providing them with more than just monetary benefits.
Brad Montgomery Motivator Extraordinaire
Brad Montgomery is a motivational speaker for people who matter the most. Brad believes that your best assets in the organization are your people. He coaches companies and people about the various strategies to improve productivity and deliver results. He helps you motivate your workforce to find potential leaders and create an environment driven to succeed.
Contact us to learn more about the services offered.
It’s no secret that not all people who go to work arrive with a smile and chipper attitude. It could simply be a case of the Monday blues or they’re probably still reeling from the weekend. Whatever the case may be, when their motivation drops, you can be certain that it will compromise their productivity.
So how do you prevent the Monday blues and weekend hangover from getting to your employees? The solution is actually quite simple, and all you really need to do is make work a bit more fun. Here are some fun ways to motivate employees in the workplace.
Operation Fun: It’s More than Just Games
When we say ‘fun’, we don’t just mean hosting a bunch of games in the workplace. Of course, that’s an option, but we don’t want to distract them from work too much. They’re still coming in to their job, after all, but the work itself should be something that they’re looking forward to.
It may be simple and almost trivial, but one simple way to make working in the office a bit more fun is to give your employees freedom to customize their workspace. Their cubicles and tables are their own personal spaces, and allowing them to add a touch of their personality goes a long way to improving their overall mood.
Bring the Holidays to Work
Not everyone can go home during the holidays, and for some, this can be a big demotivator as everyone would want to spend time with their families and loved ones during the holidays. A simple solution: bring the holiday celebration to the workplace. Whether it’s Halloween, Mardi Gras, or Christmas, a little celebration and holiday cheer in the workplace goes a long way to make work a bit more fun.
Celebration Goes a Long Way
Employees can get seriously demotivated if they don’t feel they get the proper recognition that they know they deserve. Even if it’s a simple recommendation from the client, don’t be sparse in recognizing and celebrating the achievements of your employees.
Try and set a time, perhaps after work hours during the end of the week to do a roll call of all the achievements and successes your employees have made for the week. Apart from giving your employees the recognition they deserve, it’s a fun way to celebrate each person’s successes and motivate them to do better.
My name is Brad Montgomery and I know how difficult it is to interject a bit of fun and excitement in the workplace. Apart from these suggestions, a motivational talk from yours truly is tried and tested way to motivate and add a bit of fun to your employees’ daily work lives. Contact us today to learn more about my motivational talks.
As an organization that trumpets positive thinking, we want to look at how optimism affects human nature, suffering and adversary. The power of happiness is universally recognized. You can see it lettered in the subway, in motivational posters, in pop songs and in books, in conferences and symposiums. It’s infectious and it’s effective.
But why? Think back to the last time you experienced a loss or went through a hardship. Did you respond by venting? Did you dwell on the disappointment? Or did you look for meaning through the adversity? Did you bounce back?
Freud Wasn’t Always Right
Freud stipulated that people simply needed to express their anxiety and anger. For many years, psychologists followed this line of thinking. But new research says otherwise. Positive emotion does a better job at undoing a stressful negative experience, thereby leading to happiness and positivity. It’s more than positive thinking; it’s resilience.A positive outlook in the face of hardships is the most important predictor of resilience. It helps people quickly recover from difficult circumstances and bounce back. People who are resilient are more optimistic and are better able to regulate their emotions through the most trying times.
The Importance of Optimism
To illustrate, consider how a study examined 750 Vietnam war veterans. These brave men were held prisoners for six to eight years, tortured and kept in solitary confinement. The study found that unlike other veterans, they did not develop posttraumatic stress disorder or depression. They were resilient, optimistic, and altruistic. They derived meaning from trauma and grew wiser about it.
Although this situation is not likely to occur in our target niche, we are simply stressing how important optimism is in whatever circumstances we are facing in life. Whether it’s a challenging time for your market or a difficulty in the workplace, finding the silver lining is the first step to finding the light.
Let us show you how to find the light and how to keep it. Contact us today.