Shop owners and managers face a critical challenge: How to motivate their teams effectively in an era where relying on outdated strategies like forced compliance won’t get you the results you want and need in your business.
Rick White, president of coaching firm 180 Biz, gave insights into harnessing the power of intrinsic motivation to create a more engaged, committed and productive workforce during the recent Midwest Auto Care Alliance Hi-Tech Training & Expo in Kansas City.
Over the years, there’s been a shift from compliance to commitment, he noted. Gone are the days when simply following orders was sufficient.
“What I want to do is get into intrinsic motivation. Intrinsic motivation is internally driven motivation,” White explained. “The way I like to look at it is: When I’m outside applying pressure, I’m motivated when they are applying pressure inside. That’s inspiration.”
When he grew up in his dad’s shop, it was all about complying with orders. “When I was working at my dad’s and he said, ‘do something,’ you didn’t ask why. You just did,” he recalled.
But modern leaders must aim to engage not just their employees’ hands, but also their heads and hearts.
“When I have their head, heart and hands, I got a team member. I got somebody who feels like they’re part of something bigger,” White said.
Intrinsic motivation comes from within an individual, driven by personal satisfaction and alignment with one’s values and goals. White highlighted three key factors that drive internal motivation: Autonomy, mastery and purpose.
Autonomy gives team members the freedom to make decisions and take ownership of their work. Mastery provides opportunities for skill development and personal growth. Purpose connects daily tasks to meaningful goals and a larger mission.
One of the most powerful ways to ignite intrinsic motivation is by connecting work goals to personal aspirations.
“You can tap into their intrinsic motivation because you’re going to tie what they want to what you need,” White explained.
This approach helps team members see their work not just as a series of tasks, but as steps toward achieving their personal goals.
For example, if a technician dreams of owning a home, leaders can help them visualize how their work contributes to that goal.
“You’re going to create meaningful goals beyond the paycheque. In other words, the paycheque is not the goal. It’s what the paycheque can do that makes a difference,” White observed.
But how do you do that when the job can have a “same stuff, different day” feel?
“It happens all the time, doesn’t it? It’s another brake job,” White said. “But you got to step back. When someone hands you their keys, they are literally trusting you with their lives. You got to remind your team of that.”
Image credit: Depositphotos.com
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