Motivation & Initiative
A few weeks ago, I found myself talking with a co-worker about motivation. As an HR Director, I think strategically about our career paths. What training and development do our team members need to be successful here? And beyond? What benefits and perks can we offer equal and yet motivating to all our team members? Whether s/he is starting their career, juggling family & work, or a seasoned employee?
In this unique time, employers don’t have the typical levers of motivation. Salary increases are on hold in most industries, and actually, salary decreases are more likely the norm. Time-off is scarce as teams are leaner than ever before, and employees fear inadvertently communicating they aren’t ‘team players’ by actually utilizing vacation time. As companies downsize, promotions are irrelevant as we all take on more roles and bigger workloads. Our always-on culture is taking an even stronger hold as our personal and professional lives merge like never before. I am as extroverted as they come, and I now spend 95% of my day in one room where I work, sleep, enjoy my morning coffee and lunch.
Motivation
Leaders are challenged to dig deeper for new motivators and drivers. Asking more of your team when you know they are already stretched thin is tough. Helping them frame the experience to maximize learnings, opportunities and growth are critical.
What new roles and responsibilities have they taken on, and how does that fulfill their individualized career interests and trajectory? Are there doors you can open or connections you can make to round out their experience? Asking your team where they want to be on the other side of this strained work season can help them focus and imagine future possibilities. The workload isn’t going anywhere. Given this job market, employees likely aren’t either. Focusing, framing, and taking time to discuss their future can make this a productive and even fulfilling time.
Initiative
What about the individual contributors reading this? Just like any fitness or health routine, career management takes repeated refinement. Take the time to reflect on your future goals and the work you are doing now. How does the work align? Are there hidden opportunities for growth you hadn’t thought of before? Those that aspire to management or leadership career tracks can scan their environment to see where they can step up. Take the initiative to talk with your manager about taking on tasks and responsibilities that most suit your career focus. That’s not to say you won’t be doing things that aren’t fulfilling your future, but get as close as you can.
Most importantly, bring a positive, helpful attitude to your colleagues and leaders. Attitude can be the determining factor in hindering or enhancing your career. We can all count on many highs and lows in our personal and professional lives. Mastering your skills and attitude in tandem is the ultimate combination to future success.