Some organisations still believe there are only three ways managers can motivate employees, which may seem hard to believe:
- Money is the most powerful motivation.
- Employee motivation is the responsibility of managers.
- Fear may be a very effective motivator.
All three misconceptions rely on a “stick and carrot” approach to employee motivation, in which the manager either offers cash incentives or threatens punishment.
This strategy is not only unproductive in the long run, but it also ignores the motivators that are unique to each person.
Here are six methods for motivating employees:
- Find out what your employees care about the most.
- Include them.
- Ensure employees are aware of the impact of their work.
- Set incremental targets and provide feedback on a regular basis.
- Make your workplace more motivating.
- Reward employees.
Employee motivation strategy #1: figure out what your employees really desire
Employees who have grown accustomed to the status quo are more likely to overlook even significant improvements to their workplaces.
Finding out what your staff desire is the easiest method to encourage them. If you obtain this knowledge, you will be able to determine what you need to do to equip them with the necessary training and resources to succeed.
It’s easy to get caught up in day-to-day management and lose sight of what employees really need. Employees aren’t solely concerned with the company. They will upgrade their abilities, locate a better job, or advance in their careers if necessary.
Remembering the organisation’s emphasis on performance and creating value is a major task, which is why people must be kept informed and active.
Employee motivation strategy #2: involve them
Allowing people to lead is the most effective method to encourage them. The most effective leaders recognise that those around them are smarter than they are. Excellent leaders trust their people and allow them to lead, which is a significant distinction between great and good leaders. Great leaders delegate because they believe their staff are smarter than they are.
Humility is a vital characteristic of effective leaders. Empowering employees with training and responsibility is one of the most effective ways to let them lead.
When a supervisor understands one of their employees’ tasks, they can begin training them on that responsibility right away. You may give your staff responsibility if you empower them. Employees that feel empowered are more likely to work towards a common goal. They’ll work harder since they understand they have their own objectives and duties.
Employee motivation strategy #3: connect employees with the impact of their work
Assign staff tasks that have a direct impact on the overall impact of their job. You can develop goals that will enable employees to deliver the most impact on a daily basis to help them feel connected to the impact of their work. It’s easier to motivate employees when they have these goals in mind because these are the things that matter to them.
Employee motivation strategy #4: set gradual targets and provide regular feedback
Set goals for your staff that are based on clear and measurable metrics. Employee motivation is increased when clear goals and measurable expectations are established. Employees are more likely to accomplish assignments and complete them on schedule if they understand their goals and how they are expected to achieve them.
You’ll also need to check in with them at least once a week to see how things are going and offer support and feedback.
Make a weekly team meeting a priority. Inquire of team members what tasks they are working on and (briefly) what they have accomplished. Use the meeting to talk about upcoming events or current happenings in the organisation. Ensure the Chair (or another team member) takes meeting minutes so assigned team tasks are recorded.
Set aside time for individual team members to speak with you about their progress and receive constructive comments to help them overcome any obstacles they may be facing.
Employee motivation strategy #5: create a motivating work environment
Examine the staff culture and working environment. What elements play a role in motivation? What elements could be interfering with motivation? Consider the following suggestions:
- Encourage people to communicate openly.
- Encourage employees to come to you with their ideas, concerns, and honest comments.
- Employee constructive criticism should not be met with hostility.
- Create a safe environment for employees to be completely honest.
Employees should be listened to. Open communication and honest feedback, on the other hand, won’t create a motivated work environment if employees don’t feel that their ideas are taken seriously. Employees should be listened to carefully, and their suggestions should be implemented wherever possible. Make employees feel as if their opinions are respected and heard.
Remove any indication of suspicion. People want to know that you believe in them and are confident in their abilities. As a result, get rid of any signs of mistrust, such as micromanaging staff or keeping track of their working hours.
Establishing and enforcing ground rules is essential. Bullying, gossip, harassment, and discrimination are all examples of toxic workplace behaviours. Hold everyone on the team responsible for fostering a respectful work climate that values and celebrates diversity.
Employee motivation strategy #6: Reward staff
Finally, employees who go above and beyond to meet their goals and contribute more to the firm but don’t see any results may grow disheartened or even wonder, “What’s the point?” External benefits, while not everything, are nonetheless important in motivating people.
Working on a fascinating or sought-after project could be a reward in itself. Consider what would happen if you could bring two team members on a business trip to Sydney to pitch to a key customer.
The key takeaways
Employees and managers should collaborate to keep workers motivated and engaged.
Talking to employees is the best approach to motivate them.
Identify or link employees with possibilities that correspond with their interests, drives, or needs by learning about what they desire most from their career.
You may also help employees feel more motivated by including them in team or company decisions, linking them to the impact of their work, setting incremental goals, providing regular feedback, and building a motivating work environment based on trust, respect, and open communication.
Finally, remember to commend and recognise staff for their achievements.
It takes a continuous and collaborative effort to keep your team motivated. Don’t underestimate the importance of motivation in ensuring employee happiness and success.