Motivation

You manage people. People are paid to do a job. But if it is ‘just a job’ to them, you’ll never get their best. If they come to work looking to clock off and do as little as they can get away with in between, then you’re doomed to failure. On the other hand, if they come to work looking to enjoy themselves, looking to be stretched, challenged, inspired and to get involved, then you are with a big chance of getting the very best out of them. Trouble is, the jump from drudge to super team is entirely sown to you. It is you that had to inspire them, lead them, motivate them, challenge them, get them emotionally involved.

Each individual team member has unique needs, desires, and goals. When these collective motivators are brought together, the common features can be used to develop a shared purpose for the team. Motivation will come when people see that individual and team goals are linked with intrinsic and extrinsic measures of success that are important to them. Salespeople are often known as being fantastic achievers because they set certain objective business goals intentionally, then strive to exceed them. Motivation is a state of mind. High motivation leads to high morale and greater production. A motivated employee gives his best to the organization. He stays loyal and committed to the organization. A sound motivation system in an organization should have the following features:

a) Build a Foundation

It's important to build a solid foundation for your employees so they feel invested in the company.

Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel like part of the team. When any new employee starts, make sure they receive a thorough welcome orientation.

b) Create a Positive Environment

Promote an office atmosphere that makes all employees feel worthwhile and important. Don't play favorites with your staff. Keep office doors open, and let folks know they can always approach you with questions or concerns. After all, a happy office is a productive office.

c) Put People on the Right Path

Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and their future goals. If employees become excited about what's down the road, they will become more engaged in their present work.

d) Educate the Masses

Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company. Employees will feel you are investing in them, and this will translate into improved job performance.

e) Don't Forget the Fun

Once in a while, you have put work aside and do something nice for the people who work for you. Treat the office to a pizza lunch or take everyone to the movies. Reward employees with an unexpected day off or by closing the office early on a random Friday afternoon. These little diversions can go a long way toward improving productivity.

f) Acknowledge Contributions

You can make a huge difference in employee morale by simply taking the time to recognize each employee's contributions and accomplishments, large or small. Don't take it for granted that your workers know they've done well -- be generous with praise.

g) Provide Incentives

Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase.

Also, give out "Employee of the Month" awards. Such tokens of appreciation will go far in motivating employees.

h) Honor Your Promises

Getting people to give their all requires following through on promises. If you tell an employee that they will be considered for a bonus if numbers improve or productivity increases, you'd better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust -- not only that person's trust, but the trust of every employee who hears the story.

i) Provide Career Coaching

Help employees reach the next level professionally by providing on-site coaching. Bring in professionals to provide one-on-one counseling, which can help people learn how to overcome personal or professional obstacles on their career paths.

g) Match Tasks to Talents

You can improve employee motivation by improving employee confidence. Assign individuals with tasks you know they will enjoy or will be particularly good at. An employee who is successful at one thing will have the self-confidence to tackle other projects with renewed energy and excitement.

Date: 2015-01-12; view: 701