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6 Ways to Motivate Top Talent in De-motivating Times

By: Brad Remillard
Posted: January 2, 2013, from the January 2013 issue of Skin Inc. magazine.

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3. Respect and appreciation. This is probably the least expensive and least used method to motivate and retain team members. Small things can make a big difference. Respecting their contributions, listening to them, including them in the decision-making process, and asking for their thoughts and ideas makes them feel respected and appreciated. Consider building a culture that respects all team members so they feel appreciated. They don’t want to be taken for granted.

4. Consistent feedback. This could be considered a subset of No. 3,but more formal. This includes regular and structured one-on-one feedback sessions, actually sitting down and focusing on them—giving them feedback; encouraging them; listening to what their needs are, even if you can’t meet them; just listening and taking an interest in their careers; and building a shared bond. This makes them feel their manager cares about them as a person, not just an employee.

5. Praise. You may have experienced a manager with this philosophy: “That is what they get paid for. Why should I thank them? They should thank me for having a job.” How did you like it? Compare that to a manager with this philosophy: “Thanks; I know it is just part of your job, but I appreciate the pride you take in your work. It helps everyone in the department.” How did you like that?

A little praise goes a long way to motivate people. In difficult times when people are doing more than expected, and yes, maybe they should be glad to have a job ... demonstrating appreciation will be returned when the economy turns and they don’t have to be working at your spa any longer.

6. Education and growth. Top skin care professionals insist on getting better. They know once their learning curve flattens out, future opportunities can become limited. Giving your team members the opportunity to take additional classes, lead projects outside their normal jobs, challenge them with new opportunities, give them a chance to serve on a cross-functional team or take online classes will ensure they are becoming better, making them a more valuable employee.