Week 12 - Motivating Employees

 


This week’s chapter on Motivating Employees connected a lot to what I see at my job. The book talks about how motivation isn’t just about money—it’s about meeting people’s needs so they actually want to work hard. One idea that stood out to me is that when employees feel recognized and supported, they naturally give more effort. I’ve seen that with myself. When my manager compliments my work or trusts me with more responsibility, it makes me want to do even better. I noticed that taking care of the people really does lead to better results, just like the Walmart example in the book.


Another big concept from the chapter is understanding what motivates each person. Everyone is different. Some employees want recognition, some want growth, some want stability. As someone who works in a dealership, I see how people respond when their specific needs are met. For example, when I improved the dealership photos and my manager noticed, that small recognition pushed me to keep getting better. It shows how motivation works in real life: a need, to effort, to reward, to continued effort.


I also watched the “Make Your Bed” presentation. What I took from it was that small actions build discipline, confidence, and momentum. If you start with doing one simple thing well (like making your bed), it can set the tone for the whole day. I find that true at work too—when I start my shift organized and focused, everything goes smoother. It also reminded me that little wins keep people motivated, which managers should remember.


For management in action, I’ve noticed how motivation in the dealership changes when communication is good. When the team knows what’s going on, feels respected, and gets honest feedback, everyone works better. But when communication is off, motivation drops fast. This chapter made me pay more attention to how managers influence the environment and how a few positive actions can change the whole mood of a workplace.


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