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Motivation is a topic that constantly nags at managers. They've been told that they cannot motivate anyone but themselves, yet they remain responsible for the performance of their employees. Ultimately, the experts are right. Managers can't motivate their employees. But they can create an environment which is conducive to employees and remove the barriers to motivation that employees experience.
Creating this favorable environment pays off in many practical ways. It:
Reduces turnover. Employees who like their jobs stay in it longer.
Saves time and money. Lower turnover means the business spends less time and money hiring and training new employees. There is also frequently less loss and fewer accidents.
Raises productivity and performance standards. When a business develops experienced employees who have been with the organization for an extended time, things get done faster and better.
Reduces absenteeism and tardiness. Motivated workers come to work on time and they come in when scheduled.
Reduces problems. Motivated employees solve many of their own problems without your having to get involved.
Creates a more pleasant work environment. Motivated employees like their jobs and look forward to coming to work.
Motivation is the inner drive that makes people want to reach both personal and professional goals. Motivation comes from inside a person, which is why managers can't give it to their employees. Instead, they can show employees how their jobs fulfill their own needs, interests, values, and personal goals.
Every employee has special needs, interests, values, and personal goals. Identifying these things will help managers understand what employees want and need from their jobs, which will help them create an environment conducive to motivation. But they must be willing to spend the time to talk with their employees and learn more about them in order to identify their needs, interests, values, and goals.
Some ways to help improve employee motivation include:
* Recognizing employee efforts.
* Appreciating employee commitment to the job.
* Inviting employees to be a part of the decision-making.
* Providing training opportunities.
* Following through on promises.
One pitfall that many managers fall into is that they think employees are motivated by only one thing: money. According to many surveys, employees are more interested in things such as appreciation, participating in decisions, feeling a part of a team, having promotion opportunities, working in pleasant surroundings, and working for a manager to whom they can feel loyal.
Motivation strategies may be either positive or negative. Positive motivation encourages good performance. Examples of positive motivation include verbal praise, cash bonuses, and time off. Negative motivation discourages poor performance. Examples of negative motivation include reprimands, formal discipline, and the loss of employee privileges.
Most management experts say that while both positive and negative motivation can help managers get the desired performance results from employees in the short-term, positive motivation provides more than just performance results. For example, managers who use positive motivation:
* Keep the workplace positive and improve employee morale.
* Help promote teamwork rather than competition between employees.
* Experience lower turnover.
* Improve employee loyalty to the business.
Praise, competition, and recognition can be effective motivators, as long as they are used correctly.
When managers sincerely compliment an employee, they:
* Improve morale: A kind word can put anyone in a good mood.
* Shape behavior: Praising good efforts and performance makes employees more likely to repeat that behavior.
* Encourage commitment: Employees want to work where they are liked and appreciated.
Behavior that is rewarded is behavior that is repeated!
Many managers believe that competition is a good motivator. It can be, but it can also be dangerous and discouraging. Managers who pit employees against each other often do more harm than good. Some employees don¡¦t do well in competitions because they aren't equal in experience, knowledge, or skill level. Other employees might not like the stress involved in competition. This hurts teamwork. A more effective technique is to put employees in competition with themselves or to put a team of employees in competition with another department or another business.
Recognizing employees for individual and group accomplishments shows them that managers notice and care about them. Recognition can include praise for a job well done, but there are other occasions when it's appropriate to recognize employees. These might include:
* Birthdays
* Service anniversaries
* Completion of a difficult task
* Having a good attitude
* Saving time or money
Employee motivation is highest during the first few days or weeks on the job. That's when employees are most concerned about doing things right, pleasing his or her manager, and showing they are willing to go the extra mile. That's also the best time for managers to use strategies to keep that motivation level high.
Motivation begins with recruitment/selection and continues throughout the employee's career with a business.
Recruitment/Selection: Learn something about the needs, interests, values, and goals of job applicants. Explain what the job will involve. Take applicants to the work area so they can see the surroundings in which they'll work.
Orientation: Make employees feel good about their decision to work for the company.
Training: Good training tells employees that the manager and the business care enough to give them the instruction and direction they need to succeed.
Coaching: Managers need to coach on an ongoing, informal basis. They should lead their employees as the coach of a sports team does. Praise costs nothing and takes only a few seconds to say. It also helps employees feel good about their managers, their jobs, and themselves.
Performance Reviews: Regular performance appraisals help keep motivation levels high. During formal reviews, managers should begin by explaining what employees do well and correctly. As they point out problems, they should also suggest ways the employee can improve and solicit plans from the employee. Managers should be sure to show that they want to help employees improve. They should also discuss long-term career goals and plan ways for employees to learn more on the job.
Some other quick motivation tips include:
* Explain the skills employees must have to do their jobs. Review their job descriptions in detail with them.
* Get to know employees and use motivation techniques appropriate to each person.
* Help employees want to become motivated.
* Open lines of communication between management and employees.
* Whenever possible, allow employees to participate in decisions affecting them.
* Give employees credit when due.
* Be willing to accept responsibility themselves when problems arise.
* Give employees authority to perform their tasks.
* Respect employees' abilities. Let employees do what they're trained to do, even if the manager could do it faster or better.
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