· There isn't a lot of recognition in the car business. Because most owners don't run car dealerships like a business, we pretty much live month to month. If you are in the car business (sales) you have to be motivated by money and again, I am speaking from a sales perspective only.
· I suppose it helps to try and understand each staff member to find out what drives them. I am also in the car business and find that money is generally the biggest motivating factor. However, there are also people that appreciate a pat on the back and constant recognition.
· I bet the answer for most people is NO! We assume that everyone is motivated by money. IN my experience money is a HUGE motivator, however when this is the sole reason for arriving at work, then a "grass is always greener" attitude tends to arrive with it. I look for a mix of ambition, common sense, and intelligence for my clients. This means that perhaps the months of smashed targets don't come as regularly, but what does come is sustained growth with a less "lumpy" looking sales chart.... but most importantly the staff stick around longer, ultimately making more money.
So I guess the answer lies with management as to what motivates our employees in the workplace. One of the biggest mistakes managers can make is getting bogged down with performing their everyday tasks instead of leading employees. Most managers in the automotive industry prepare their daily spread sheets on productivity, sales, gross profit, efficiencies, budgets or they are busy planning next month’s marketing strategies.The biggest problem in management is finding the time to interact with your team, meaning YOUR PEOPLE! Leading people means getting into the trenches and lead them by example. Teach your porters how to perform their job in the service drive, pitch in and show them WHAT IT IS that defines an EXCEPTIONAL experience to the customer. The most important item is to reward them with a compliment when the job is done EXCELLENT.
Money is a motivator however a nice pat on the back and the words, “GOOD JOB” go a long long way! Spend some quality time interacting with your employees and discuss topics other then work to get a feel of what makes them tick, what are their interests outside of work. You might be surprised to find out that there are other things which motivate certain individuals. The things you find out about your employees can be used as motivational insight for yourself when interacting with them throughout the work day.For example; John, one of your technicians may be his son’s football coach. Having a conversation with John about his son’s team and how they are doing shows an interest in John that goes beyond the workplace and this instills trust and a cohesive bond. When you out of the blue ask John how his son’s team did in Friday night’s game, John will most undoubtedly give his feedback. The end result in this exercise is that John will feel much more motivated by you as a manager because you offered your time and your interest.
Your spread sheets and your paperwork will always be there nagging at you but if you don’t pay attention to your employees, they might not be there long. You cannot afford to lose the good employees you have because ultimately the numbers on those spread sheets will get thinner over time. A great leader is aware of how their management style motivates their team. A great leader will;
· be honest
· be transparent
· be respectful
· Show confidence
· communicate passion
· communicate with clarity
· have the highest integrity
· execute business decisions
· empower employees
· be genuine
· be supportive
· be humble
· be appreciative
The most important characteristics of being a great motivator, manager or leader is to show compassion and caring towards your employees by taking a personal interest in them as human beings. The old saying is so true “You catch more flies with honey than vinegar”.Be a great leader – TAKE THE TIME TO KNOW WHO WORKS FOR YOU AND WHAT REALLY INTERESTS THEM BEYOND THE WORKPLACE!
David
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