These are the only 2 ways to improve performance.
While few leaders and managers ever publicly denounce Training or Motivation, their actions speak louder than words.
How much training went on between 2008 and 2012?
Since 2008, how many companies increased their year-over-year investment in Training?
Sure, everyone is discussing Training now because talent is leaving. The talent on your team hasn’t seen a raise, any formal training or any love in general for the past 5 years.
To say they are demotivated is a colossal understatement.
They are waiting to leave.
And the job market is heating up.
Yesterday an executive for a global construction firm with a fantastic reputation told me he’s looking – desperately – to hire 5 good employees immediately.
He’ll find them.
He’ll cherry-pick the best employees working for you today.
What about Motivation?
What process do you have in place to motivate employees?
Yes, I know.
Good employees are self-motivated.
Does your leadership specifically allocate time to think about Motivation?
If not, start by buying a case of Dan Pink’s book, Drive.
Pink’s evidence illustrates the big disconnect between what science knows about motivating humans and what businesses do.
So… Training and Motivation.
These are your options.
There’s good news and bad news here.
First, the bad news.
Your training is demotivating.
With head counts still low, everyone is doing more with less.
Your employees are spread too thin.
You know this.
When your new training pulls them off the job or otherwise distracts them, it better be worth it because there will be hell to pay upon their return.
Is your training worth it?
No one said Corporate Training has to suck.
No one said Corporate Training has to be serious and boring… or seriously boring.
But most training is seriously boring because no one has the time, passion or creativity to make it awesome.
Want some ideas on how to make any training fun?
Email me at firstname.lastname@example.org and I’ll share ideas ranging from Jeopardy-style team tournaments to “Cash Cube” (like Cash Cab trivia, but in your cubicle farm….).
So… your reinvigorated training schedule may demotivate and make things worse for the very people it was intended to help. That’s the bad news.
But here’s the good news….
We’re all human.
We all want to be appreciated and we all want the truth.
If you’ve been an absent trainer and motivator and you feel certain your talent is leaving soon… talk to them.
Pull them aside.
Take them to lunch.
Tell them you realize they’ve been given too much work and too little training over the past few years.
Tell them you know they are frustrated and unhappy.
Tell them your plan to train them to become better businesspeople.
This candor will be motivating for them.
Then ask for their insight into the training they need to succeed.
There are only 2 ways to improve performance.
Bradley Hartmann is founder and El Presidente at Red Angle (www.redanglespanish.com), a training and consulting firm bridging the English-Spanish (and a bit of Polish…) language gap in the construction industry.
To check out our Safety Spanish program for yourself, click here: https://gumroad.com/l/OeTH
Categories: Jobsite Leadership