WII-FM: Your Employees Favorite Radio Station - Are You Tuned In 
One of my 1st jobs as a teenager was working as a waitress in an ice cream parlor. We actually served more than just ice cream. The menu included a whole array of soups, sandwiches and entrées. I loved the job. The people were nice and they gave us a free meal with every shift. I can still remember learning about this thing called “upselling”. The managers wanted us to talk customers into ordering more food than they initially requested. So if someone was having a tuna fish sandwich, we were supposed to suggest fries and a drink. Or if someone wanted an ice cream in a bowl, we were supposed to suggest a hot fudge sundae. At first I thought this was silly and I didn’t want people to think I was being pushy. That was of course until I realized that the higher the check, the higher my tip, the more cash in my pocket. That was the moment I first learned about WII-FM, the radio station that plays in everyone’s head. Also known as “What’s In It For Me.” Believe me, I don’t think I am any more self-oriented than the next person, but when there is a direct pay off or benefit to an employee, it can be very motivational.
As managers, we are tasked with motivating our staff and inspiring high performance. But in actuality, our people need to be self-motivated. Motivation comes from the urge to satisfy some need or desire: be it intrinsic (internally driven… like pride or knowledge) or extrinsic (external drivers like money, promotions etc ). When implementing changes or requesting new actions, our job as managers is to help make the WIIFM connection. If you can tie the action to a clear benefit to the employee, the buy in becomes much simpler. Also, it is key to note that the WIIFM should be of a positive nature if it’s going to be motivational. So, the “do it to keep from getting fired” message is not a true WIIFM. That would be motivation through coercion or threats. Steer clear of that.
So the next time you implement a change or make request, take a minute to consider the WIIFM principle. Be prepared to share the WIIFM or ask your employee if there is a WIIFM? If you can tie in a personal payoff, the process will be swifter & sweeter.
