The Good Old-Fashioned Pep Talk

Posted on January 31, 2013 by TNS Consulting Team (via Scott Spayd)

When most people hear the phrase “pep talk” with regard to the workplace, a common reaction is to roll their eyes. Employees across the globe have had to endure pep talks of all kinds that are usually intended to motivate or increase morale. These can range from the very mundane to very bizarre in which employees are left feeling awkward and even embarrassed for the “motivator.” This is an unfortunate reality of many workplaces. The bad news is, pointless pep talks are going to continue to happen, particularly in work environments that are led by uninformed management. The good news is, not all pep talks have to be painful and they can be greatly improved in one very simple way.

The most important (and probably easiest) way to make a pep talk to actually motivate employees is to show employees a deeper understanding of the impact of their work. For example, if a factory worker makes widgets all day long in a very repetitive manner, it would be easy to lose motivation over time. However, if the worker was presented with a real customer review or testimony of his satisfaction with the product as a part of a motivating “pep talk,” the worker would be able to connect his work to the bigger picture and how he impacts the company as well as other individuals’ lives.

This method of reconnecting one’s day-to-day job functioning to a bigger impact is particularly useful for customer service representatives in which motivation greatly helps employees to go the extra mile for customers. If a leader is able to convey such a deeper connection between daily work activities and the bigger picture, pep talks are infinitely more effective.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

What Others Are Saying

  1. Aida U. Cherry February 11, 2013 at 3:11 am

    Ultimately, your goal as a leader is to help make your employees better. Keep your efforts focused on the behaviors, on performance and leave the inside of their heads alone. Skip the pep talk. Help them win.

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