Want to improve results: Three things all people want and they cost you nothing

From the smallest business to the largest Fortune 500 Company to non-profit organizations, leaders strive to maximize results for the least financial investment. In today’s world success depends on inspiring your employees to the highest level of performance. During the course of my research, I learned that there are three things all people want—regardless of their age, gender, socio-economic status, ethnic group or position within whatever organization they are affiliated with. These three things are:

  1. All people want to be treated and respected as individuals.
  2. All people want to know they are making a difference.
  3. Regardless of how hard one’s exterior shell, everyone wants and needs to be loved. Love is the greatest of human needs.

If you want to motivate your team members to the highest level of performance, create a culture in which these three factors are the end result of the programming and accountabilities. Don’t believe me? Ask yourself if these apply to you. Be honest now.

People want to be respected for who they are, not what you think they should be based on pre-conceived stereotypes. Create a culture in which respect for all people is the rule, not the exception. I saw a quote recently which went something like this, “Diversity is when you are invited to the party. Inclusiveness is when you are asked to dance.” Just because your organization has a diversity program does not mean it works. Just because you have a diverse work force does not mean you have diversity and inclusiveness. Hold everyone accountable for treating all people with respect and for creating understanding of divergent thoughts and people. Ask everyone to dance.

Everyone wants to know that what they are contributing is meaningful…that what they are doing is making a difference to the success of the team or family. I am inspired when I know that what I am doing is helping my team and my organization succeed. When I am inspired, my passion is fired, and I can accomplish amazing things. Let your team members know that they are making a difference to the team’s success. Tell them individually, especially the younger generations who need to know “now.” They thrive on “instant” feedback. Remember, since birth, they have lived in a world driven by technology where they had instant access to the world via the Internet.

How do you integrate “love” into an organization. Simple! Develop a culture of respect and dignity for all, transparency in communications, give everyone a voice in the process, develop trust vertically and cross-functionally, hire or train managers who are people-oriented, get to know your employees, recognize individuals and teams for success, etc.

All these tier to a timeless principal called “the golden rule” which is based on love. Treat others as you would have them treat yourself. But, not all people want to be treated like you would like to be treated. Hmmm, you may say. “Treat others like ‘they’ want to be treated, not like ‘you’ think they want to be treated.”

Remember—all organizations are filled with human beings with souls. They have hopes, dreams, and desires. Treat them as such and they respond accordingly. A highly inspired team can accomplish amazing things.

Copyright © 2011 by Patricia Hatley

All rights reserved. No part of this publication may be reproduced in any form by any electronic or mechanical means including photocopying, recording, or information storage and retrieval without permission in writing from the author


About Patricia Hatley

Patricia Hatley is a leadership author, researcher, speaker, trainer, consultant. We provide resources to empower people to empower others. “Inspired leadership elevates everything!” With a graduate degree in strategic leadership, primarily transformational leadership, Patricia Hatley is a leadership researcher with a concentration on 21st century intergenerational leadership, author, consultant, and teacher. Patricia is an intergenerational pro with over 30 years experience leading teams in corporate and non-profit environments. In December 2012, she retired from a 42 year career in the corporate environment to concentrate on this project. Her books include: (1) “4 Generations @ Work: Leading from Conflict to Collaboration,” (2011) based on research conducted within a Fortune 500 company and across all industries, is a study of generational preferences and values and how to effectively integrate all into any organization. (2) “Three Things All People Want,” (2014) which reveals how to inspire people to engagement by tapping into three basic human needs; and (3) “Digital Grenades: Explosive and Corrosive,” (2015) which deals with inspiring people to engagement and high performance when most interaction is across a digital platform via some kind of digital communications, i.e. email, social media, texting, etc . (4) “4 Generations @ Work: A Case for Empowerment,” (2015) a revised and expanded version of her first book 4 Generations @ Work. Patricia’s fourth book is a self-help book for anyone to use to develop a highly engaging workplace, for anyone. It provides information, based on recent and life-long experience:  How to develop an empowered culture, and why such a culture is critical to success today and even more so over the next decade;  “The Trust Factor” importance and basics;  “The Power of Ask,” what it is, how it works, and how crucial it is to success;  “Listening to Understand” basics;  “Integrity today” what it looks like and why it is different and crucial to success;  “Diversity and Inclusion,” what it looks like today, why, importance, and how tos;  Five generations: Intergenerational values and preferences, creating understanding, reducing conflict, engagement, etc.;  The Plurals--She introduces the next generation to flood the work force, the Plurals. Plurals are different than any generation yet, but require many of the same things in the workplace that their colleagues, the Gen Ys, do.
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