The Top 8 Motivational Strategies Part 5: Fear of Consequences

Hello everyone! Thank you for joining me for the fifth installment of my blog series on the top eight motivational strategies. I hope that you’re all having a fantastic day. In our previous post we covered monetary reward, the fourth of the eight strategies. Today we’re going to discuss fear of consequences.

As a reminder, the strategies are as follows:

1) Sense of Belonging

2) Public Recognition

3) Private Recognition

4) Monetary Reward

5) Fear of Consequences

6) Competition

7) Significance/Purpose

8) Life Balance

This post is going to cover how you can use fear of consequences to motivate your team members. This strategy is going to sharpen your leadership skills while helping you give your team an extra boost to do their very best. As is the case with the other strategies, this works particularly well in small, family-owned businesses. With that being said, let’s take a look at how this strategy can be implemented.

Implementing Fear of Consequences in a Family-Owned Business

Nobody likes negative consequences. As wonderful as incentives are, sometimes avoiding something unpleasant can be just as big of a motivator. In a family-owned business, you might encounter team members who don’t worry about negative consequences because they think their family relationship with you or their personal closeness to you will make you go easy on them. On the other hand, you might find it hard to enforce negative consequences for those very reasons. It can be tough, but it is critical to be fair and consistent in enforcing negative consequences. You must also make sure that they are given regardless of your relationship with your team members. Disciplining a sibling or close friend may be difficult, but it is sometimes necessary for the health of your business.

When it comes to negative consequences, it’s important to do things that will actually help your team member. Create reasonable consequences to address poor performance, such as extra training, work plans, or probationary measures. Extra training will enhance their skills, while a work plan will allow you to monitor the person’s progress and help them strengthen their weaknesses. Probationary measures are a bit harsher but, when all else fails, they can be a good incentive for someone to shape up.

It’s important to be fair and sensitive when dispensing negative consequences. Talk to the person respectfully and try to find out if something has been fueling their poor performance. You might be able to help with the issue. Try to remind them that you’re doing this because you care about their performance and the team as a whole. Negative consequences are naturally unpleasant, so it’s important to give them the right way. Although no one will enjoy them, these consequences provide extra support and attention for someone whose performance needs improvement.

I strongly encourage you to try using fear of consequences to motivate those in your business. It can be more difficult to implement than the other strategies, but you have to remember that it can work wonders when used properly. Just remember to make your motives clear when dispensing negative consequences. Knowing you’re committed to getting the best out of your employees and your company will help them understand these consequences even if they don’t like them.

The next post is going to cover competition, the sixth of the eight strategies, so please join me for that next time! I want to thank you again for taking time out of your day to read this blog post. Take care, and have a better than amazing day!