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.