10 Magical Keys of Motivation

by Eileen O. Brownell


We accomplish things by directing our desires, not by ignoring them. --Unknown


During a recent study of leaders worldwide, it was discovered that over 70% were raised in poverty, were physically challenged or had been abused as children. How were these individuals able to overcome adversity and get to the top of their chosen field? Why were they able to stay at the top once they got there? It's simple. They received guidance and were motivated to succeed. Mentorship was the gift that allowed these individuals to develop navigation and goal setting skills to exceed their own expectations. A major part of mentorship is knowing how to motivate others.

According to Kurt Hanks, author of Motivating People, 90% of our personal needs are met in part by other people. If employees meet 90% of an organizations needs by making decisions and completing work, their contributions need to be constantly revitalized. One of management's major responsibilities in the revitalization process is to help motivate staff. While motivation comes from within, it is reinforced by outside sources. Management's function and responsibility, is to develop employees through motivation.

Initially, you must know what motivates each employee and then assist them with obtaining their inner desires. For example, one staff member may be concerned with creating a solid financial foundation for their children's education, while another employee is anxious to retire, and a third employee fresh out of college is anxious to buy a new car. All three are financially driven, but for different reasons. Each is of a different generation and has different values. Your responsibility as a manager is to understand their needs, values and help them to stay motivated on the job while they accomplish their personal goals. There are a multitude of techniques and ways this can be done. Try the following steps and see if productivity in your organization does not increase.


Agree on desirable work performance standards. It is important that the staff member is involved in the process of establishing work performance standards. When employees are involved in the decision making process, they are more apt to understand what is expected of them, set higher performance standards for themselves and strive for excellence.

Define a job well done. While establishing performance standards, it is important that you recognize, acknowledge and celebrate a job well done. Employees need a pat on the back individually and publicly in front of their peers.

Eliminate barriers to success and develop employee skills.
When an employee succeeds, the company benefits. When we fail to remove barriers to an individual’s success, we may loose a valuable employee, physically, emotionally and/or mentally. If an employee for example, wants to continue their education, then work with them, to make it possible. This may mean adjusting their hours to accommodate school schedules or approving job related educational reimbursement. Remember you are not only investing in the individual, you are also investing in the success of your business.

Show the employees the job is worth doing.
You set the tone and the example for the completion of all job tasks. Your enthusiasm for even mundane tasks will demonstrate that each and every job assignment contributes to the success of the whole organization. Much like stew, individually, all the ingredients have a distinct flavor. Some can be eaten alone, like the meat or potatoes, other such as the spices cannot. When all the ingredients are combined however, the stew has much more flavor and is a complete meal.

Uses the employee's skills, talents and interests. To keep people motivated, it is important they work at or above their current skill level. Most people love to stretch their skills and abilities. They do not want to remain complacent. Occasionally it may be necessary to ask someone to temporarily work below their level of expertise due to emergencies, last minute changes or a shortage of staff. It is not fiscally sound nor does it motive people, when they are left in a lesser position for a prolonged period of time.


Create a positive work environment. People want to feel good when they come do work. A positive environment encourages staff to come to work. A positive environment stimulates creativity, encourages teamwork and develops the skills of the individual for the betterment of the entire group.

Provide challenging work. The days of the repetitious assembly line are going by the wayside. People want to have work that challenges their intelligence and creativity. Even automakers have discovered that employees perform better and create a better product when they use several skills and have several assignments rather then putting a widget in the same place, the same way on every car. Challenging work provides mental stimulations. When people are mentally stimulated they work harder to find solutions to problems and feel successful when they have completed challenges.

Have a vision. People want to know the direction an organization is going. Employees want to decide for themselves if they want to be part of the process. Whenever possible, it is important that the employees are part of the vision creating process. Staff will accept changes that occur easier when they help decide what will happen within and to a business in the years ahead.

Communicate in all directions. There is nothing worse then finding something out through the grapevine. Employees will be moved to action if they know you will keep them informed in a timely manner. Be willing to share their ideas and concerns with your peers and superiors. Be their voice and staff will shower you with loyalty and action.

Empower staff, and then get out of their way! There is nothing worse for an employee then a boss who makes an assignment and then hovers as they complete the task. That is a real deterrent to motivation. The employee feels much like a child who's parents are watching just waiting for them to goof. No two people will ever do a job exactly the same, and that's okay! When you try to fit everyone into the same work pattern and mold, means creating a team where no one fits.

Every manager is dependent on their staff for the completion of specific tasks and jobs. As a manager, it is your responsibility to influence your employees so that positive results occur and goals are met. Without motivation there is no change, no action, no learning or most important of all, no results. How can you get others to do what their job requires? The answer is simple, motivation! The fun and enjoyable part for you as a manager is getting to know your staff individually, so that you can find just the right key to motivate each and every person. The end results will far exceed your expectations and maybe even theirs.



Eileen O. Brownell is President of Training Solutions, a Chico, CA based firm. For over 25 years, Eileen continues to be noted as the ‘high-energy’ speaker and trainer who captivates her audiences and makes learning a lasting experience. Her expertise is in the areas of customer service, conflict resolution, communication, and team development. She is licensed to use the Carlson Learning Products that enhance the learning process. Cable television stations have shown Eileen’s educational programs. She can be found in Who’s Who in California, American Women, Professional Speaking and Outstanding Young American Women. "We cannot choose the challenges that confront us. Nevertheless, we can pick our attitude and how we react," is her philosophy. Copyright© 2000, Eileen O. Brownell. All rights reserved. For information about Eileen’s presentations, please call the Frog Pond Group at 800-704-FROG (3764) or email susie@frogpondgroup.com; http://www.frogpondgroup.com.