How to ensure that the highly qualified, enthusiastic, and frankly, great people to work with – stick around? Yes, money, benefits, position, and other tangible factors are important. But they aren’t the only things that motivate your employees. In fact, they don’t even top the list!
While a walk in the dusty past will show you that greed, honor, and fear are effective motivators, there’s something even better. And that’s an employee’s satisfaction with the project.
If you want to motivate your employees, ensure they’re satisfied.
This satisfaction stems from the knowledge that they are a part of something bigger.
When it comes to medical device project management, perhaps it’s a sense of doing something to improve the lives of the masses. Or the fact that using their engineering/research/analytical skills for a particular project may end up saving or improving someone’s life. Being a part of something bigger may also mean working in a company whose mission, vision, and values align with theirs. They experience being a part of something with a bigger purpose than just profits.
The satisfaction of building their own brand and reputation comes a close second when we talk about employee motivation.
Building a good personal brand and reputation comes with a side of respect, recognition, and power. From colleagues, peers, customers, and even employers. It also helps one establish themselves and set a path for their future. So it’s no surprise that a chance to build their own brand is an important factor in employee motivation and satisfaction. This includes:
- The type of company they work at.
- The company’s (and the team’s) standing and involvement in the industry.
- The ability to establish oneself as a thought leader.
- The type of projects they are involved in and their success rates.
- The recognition they get at the company.
But that’s not enough.
Being a part of a fun and successful team is equally important.
Enjoying being a part of a great team includes the team and company culture. Does it foster growth? People are looking for an environment and a team that values their opinions and contributions while empowering them to do better. They are looking for a sense of support and camaraderie.
Do the employees have fun when working together? Do the team members lift each other up or pull them down? Are their projects successful? Do they share praise and accountability? Is there open communication, trust, and friendly banter?
These are the questions any employee will think of when asked to rate their motivation and satisfaction with the team.
The best way to motivate the employees: Lead by example.
Don’t want your employees to come to you with questions until they’ve explored the answers themselves? You do the same! Foster an environment where they are encouraged to seek answers and not penalized when they can’t.
After all, people don’t quit jobs or companies. They quit managers. – Marcus Buckingham
As a project manager, you need to be aware of ‘What are people willing to commit to’ and how to get them there.
Are they okay working 10 hours a day? Do they feel a connection with their organization and understand its goals? How far are they willing to work for those goals? Do those goals align with their own? What are their motivational triggers?
If an employee’s motivational trigger is developing their personal brand as someone who delivers on budget on time – then it’s up to you to remind them of that and bring them up to scratch when they deviate.
This is where the project manager’s emotional quotient comes into play.
Different employees show their commitment differently. They get motivated differently. It’s a project manager’s duty to listen to and understand the verbal and non-verbal cues and keep people motivated and accountable to honor those commitments. It’s also a project manager’s responsibility to be flexible when they can’t. Getting the most out of their teams without alienating them or harming the company is a skill every project manager should have.
If you’re a medical device company interested in getting the most out of your team but don’t know where to start, reach out to us. Our expert project managers will set you up for success.