How to keep employees motivated when promotion isn’t an option
It amazes me how often a knotty problem can be solved by asking the relevant person what they want. Great books about raising children advise parents to ask children what they want. Guides for successful marriages teach couples to ask each other what they want. I know consultants who make a great income teaching business leaders how to ask customers what they want.
So why not ask employees what they want?
Of course, it’s not enough just to ask. You have to really listen to the answer. And while you can’t always give people what they want, you can take their needs and desires seriously and use them to guide your behavior.
How to keep employees motivated with a question
A recent article in Harvard Business Review provides another example of this principle. Businesses have a huge stake in retaining top talent — people who are high performers with high potential. Often those people are ambitious go-getters who want acknowledgement and rewards for their contributions. One of the big motivators is promotion. But, that’s not always possible.
Many companies are pyramids, with fewer and fewer jobs as you rise up through the ranks. Often there are people more senior who insist on staying in their jobs even when the talented newcomer thinks it’s time for them to move on. Sometimes the person is on track for a promotion but it’s taking longer than expected. And then there are budget squeezes when all new hiring and promotions are put on hold.
So, how can a manager retain and motivate talented employees when promotion is not an option? The answer is to explore what promotion means to the person. For example:
More money
More status within the organization or their occupation
Public recognition
Broader responsibilities
More influence or impact
The opportunity to manage others
Once the manager has a clear idea of why the employee wants a promotion, there are all kinds of ways to respond to that desire. You can include them in more senior-level meetings. You can celebrate their successes publicly. You can give them opportunities to coach more junior employees. The point is that without taking the time to understand their goals, a manager is unlikely to offer the right motivation.
As the article concludes, “Discussing underlying motivations can also help high performers feel heard, whether or not a promotion is possible. This in turn positions managers as active partners in solving for career success, rather than gatekeepers.”
It’s fascinating to me how many complex and even mystifying situations can be clarified by simply asking people what they want. Get in touch if I can help you or your company hire outstanding people and develop them into highly effective employees and leaders.
