{"id":210662,"date":"2018-06-29T07:52:09","date_gmt":"2018-06-29T06:52:09","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=210662"},"modified":"2023-03-13T17:43:57","modified_gmt":"2023-03-13T17:43:57","slug":"how-to-motivate-at-every-layer-of-your-organisation","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/how-to-motivate-at-every-layer-of-your-organisation\/","title":{"rendered":"How to motivate at every layer of your organisation"},"content":{"rendered":"\n
Recently, we\u2019ve been looking at Guide Dogs for the Blind<\/a> \u2013 a charity that needs no introduction. As a charitable organisation, Guide Dogs for the Blind faces a greater challenge when considering staff motivation. This is because its workforce is particularly varied – a kaleidoscopic composition of high-level program managers, full-time regulars, part-timers and many, many volunteers. So, how does an organisation like this ensure that all<\/em> their staff is motivated?<\/p>\n\n\n\n It starts with getting the focus right. <\/strong><\/p>\n\n\n\n James Maron, writing for Engage for Success<\/a>, states the importance motivating staff with compellingly laid out visions of the future. However, not everyone\u2019s going to have the public-speaking talents of Nelson Mandela or Winston Churchill. It\u2019s also about creating a work culture that meets the needs of employees, that aligns with their values and gives them the opportunity to develop their skills.<\/p>\n\n\n\n Building a more nuanced appreciation of staff motivation is important, so let\u2019s consider some tips for motivating the various layers of an organisation like Guide Dogs for the Blind.<\/p>\n\n\n\n Lucy Adams, CEO of Disruptive HR explains that businesses are relying too heavily on money as a motivator when there are other factors which are more important. Managers want their work to be interesting and want to be challenged. Short term, money may seem like a significant motivator but it quickly falls down the list.<\/p>\n\n\n\n According to Dan Pink<\/a>, the keys to motivation are autonomy, mastery and purpose. So, to motivate managers it\u2019s important that:<\/p>\n\n\n\n Many charities rely on part-time and casual workers for their most essential of functions \u2013 e.g. fundraising. So the idea, raised by Roubler<\/a> \u2013 a budding HR company in Australia – that part-time workers are more likely to feel disconnected is quite worrying. Here are some remedies they recommend:<\/p>\n\n\n\n Numbering 853,000 in the UK alone as of June 2016<\/a>, countless charitable organisations, including Guide Dogs for the Blind, would implode without their volunteers. Because they are unpaid, motivating them is a challenge that requires a softer touch and bit of thinking outside the box. Markel Direct UK has compiled this list<\/a> with that thought in mind:<\/p>\n\n\n\n Tying this all together for your full-time employees<\/p>\n\n\n\n Keeping your full-time staff motivated can be a challenge and requires you to combine your approach. Yes, it\u2019s important they understand what is expected of them, but what\u2019s more important, they need to understand the purpose of their work.<\/p>\n\n\n\nMotivating your Managers<\/h2>\n\n\n\n
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Motivating your part-time employees<\/h2>\n\n\n\n
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Motivating your volunteers<\/h2>\n\n\n\n
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