Where do you want to start? Request more info

First Name* is valid

First Name* is invalid

Last Name* is valid

Last Name* is invalid

Work E-Mail* is valid

Work E-Mail* is invalid

Organization* is valid

Organization* is invalid

Phone (Optional) is valid

Phone (Optional) is invalid

is valid

is invalid

Polling

Launch a quick multiple choice, rating or scale (1-5) poll to get a quick consensus.

Launch Now

Survey

Use POPin to ask multi-question surveys with robust reporting to drive employee engagement.

Launch Now

Crowdsource

Have an honest conversation by allowing your participants to see, comment and vote on each other's answers to your question.

Launch Now

Live Event

Engage your audience by presenting their ideas during your live meeting or event.

Launch Now

Invited to join someone's POPin? Click the join link that was sent to you. Need Help?

POPin Blog

Management Depends on Motivation

Some business leaders think it’s best to remove emotions from the workplace and instead nurture a culture of dispassionate efficiency. That is a huge mistake, according to Jon Gordon, a leadership consultant and best-selling management author. Gordon says that the main role of management should be to stimulate motivation by articulating a shared vision throughout an organization. When team members lack a source of motivation, their emotions will tend towards fear and negativity. Overcoming this sense of pessimism requires leaders to exude even more powerful emotions such as belief, trust and optimism. Making the conversion to motivation depends on developing an ability to inspire people, says Gordon. Gordon emphasized the importance of management motivation in a 2015 interview with Susan M. Heathfield in About.com. He says the goal should be to motivate employees by creating the right environment, and instilling proper management practices to bring out the best in employees. The key is fostering engaged relationships with employees. “Culture drives behavior, behavior drives habits, and habits create the future,” Gordon said. Leaders can become role models in the workplace by setting a good example. They can earn trust by saying what they will do, and doing what they say. Gordon also emphasizes the need to invest time and energy in people by training them, mentoring them, appreciating them, recognizing them, encouraging them, and caring about them. “Very simple objectives,” he said, “but too many organizations and managers don’t do them.” Another important point about motivation involves the need for active communications. Managers should articulate their organization’s vision and talk directly with each employee about their job goals and obstacles, listening carefully to their concerns. “I believe that every organization must have a vision and purpose and each employee must know, understand, and demonstrate how they contribute to this vision and purpose,” Gordon said. “The vision can’t exist on a piece of paper. It must come to life in the hearts and minds of the people who work in your organization.” Even simple actions will go a long way, such as remembering to smile more at people and to give deserving employees a sincere “thank you” from time to time. “Companies spend billions on recognition programs and what people really want is ‘thank you’,” Gordon said. “If you don’t treat them like a number, they won’t treat you or your customers like a number.”