When a business hits rapid growth it’s easy to hope that employee motivation is taken care of by the company’s success alone. However, leaders should not rely on this.
Leaders should pay attention to elements of motivation so they do not flag motivation.
Elements of Motivation
People - the team a person works with day in and day out
Ownership - team members should assume ownership for their work
Goals - clear goals are necessary to hone intuition and sustain motivation
Mission - give teams the opportunity to share what they’re working on with the rest of the organization, and repeat your mission often
How to Stop Flagging Motivation
Ask yourself why you are not seeing the outputs you expect.
If your team feel like owners and understand their goals and how they fit into the mission of the company they should be motivated
The easiest way to diagnose flagging motivation is to create more opportunities for people to talk to you
The elements of motivation are all the more powerful when sequenced and stacked on each other
Startups succeed when the founders are focused on finding the truest answer to the most important problems. When disagreements occur, it is critical that entrepreneurs embrace these conflicts because solving them properly is often the difference between success and failure. It’s in the conflict that the right answers emerge so you have to lean into the conflict to win.
Conflict Failure Modes
Avoiding the Conflict
Strong Personalities vs. Wall Flowers
Softening the Edges
Revert to Mean
How to Embrace Conflict
Reframe Conflict as the Search for Truth
Call out Objectivity and Subjectivity
Be Hard on Problems, Not People
Debate, Don’t Fight
Gauge the Magnitude of Beliefs
Consider Hierarchy & Roles
At Some Point, The Debate Must End
When a decision is made, everyone must put aside their differences and put their full efforts in pursuing the direction the company has made.
Intracompany politics can undermine a work community and kill it in the long run.
Here are three ways for CEOs to prevent politics:
1. Don’t hire people who are inherently political. Avoid those who prefer daily work drama.
2. “Expose to daylight” any somewhat political comments. People must be transparent with everyone and not avoid telling others information for political reasons.
3. Hire those with “passionate beliefs loosely held”. These people can fiercely defend their position but also be hyper critical and not become entrenched.