In all organisations there are different elements that determine an individual's level of performance and employee engagement with their company, and certainly one of the most important is the attitude and motivation of an individual.
One activity performed successfully by organisations, which is backed by research, is that a group of employees who have continuing high motivation, is company tailored specific (not generic) targeted training and development.
This is why one of the company alternatives to increase motivation is to train your employees.
Considering that research shows that in many organisations, which have sustained this targeted training process, they have obtained better results. These improved business results are also further sustained by training their leaders and senior managers as part of the people skills development targeting engagement and motivation levels. These make internal change initiatives more effective and also provide innovative differing techniques, a culture and motivational dynamics that promote more job satisfaction, higher performance, more people taking responsibility.
Here are just a few helpful tips that are key to the heads or managers of companies, to develop the motivation of staff to take responsibility and stay motivated to the organisation goals.
1. Establish good relations
Your leaders, need to communicate at all levels explaining rational for change and decisions that are made, explaining points of view and promoting dialogue. Leaders need to highlight your achievements so far and as initiatives develop, practicing appreciative methods. Recognition results in increased employee motivation. When problems within the organization become more frequent and if they are caused by bad attitude and lack of commitment of employees, we must analyse how leadership is delivered, and that these problems may be a reflection of a bad leadership. We must be ruthlessly honest about our leadership.
2. Set clear goals
With the right environment created, your people always look for ways to exceed the goals that have been established and will come up with, if you let them, many different innovative and creative solutions that can be used to troubleshoot problems. Monotonous and repetitive tasks where the work is done in a mechanical way are a not always a source of motivation. It is the responsibility of the leaders to set challenges and innovative methods for staff to work as professionals using their own strengths to achieve clear goals. People won't be aligned or motivated toward their goals, if no clarity on the why of goal achievement is absent.
Leaders should not just give orders, employees must have a forum to submit their views and provide possible solutions. Leaders must learn to delegate duties involving a challenge, setting budgets and dates to meet clearly defined goals.
3. Offer good compensation and recognition
An important and powerful motivator for contributors are the salaries and benefits that the organization offers. However, all the new research about motivation suggests extra money does not create long term motivation. If I offer twice the salary, I won't get twice the return over the long term, unless the goal is intrinsically motivating.
Yes, it is of great importance to offer attractive salaries and fringe benefits for employees who may become a part of the annual profit sharing or offering of shares.
3. To be impartial when promoting staff
It is advised to be objective when promoting employees. The person who is being promoted may require a greater degree of authority and responsibility. They need to have been selected as the best person to fill that role. Not just promoted because they were there the longest. Those overlooked for the promotion must have a clear debrief and explanation for why they didn't attain the position on this occasion.
3. Provide professional growth and personal development tracks
Workers who are in companies offer ongoing training for better development of their professional skills is a great motivator. The organisation must engage with their employees to see where they perceive their long term career needs. They must provide a means for growth in different areas, that are useful to the business results and also that help the individual they believe they will grow with the company. The organization must invest in the people who can make it and contribute over the long term,, and who are delivering both human and productive capabilities.
4. Business Model
All people want to be part of a business model, an institution of which to be proud. Employees are highly motivated to have good references and comments from the company where they work. They can become your advocates or your enemy. An engaged motivated employee will promote your business and open doors to new opportunities if you have created an environment where they will have the opportunity to be successful in their career and to balance other life priorities to the level that they need.
5. Find additional means of motivation
Although financial rewards often plays an important role in motivation, this is not everything, good relations with superiors, increasing job skills and be part of the decisions made in the company are factors that increase motivation of employees.
It's not too late to start implementing these tips in your organisation, see for yourself the benefits of motivation.
Find out more about Employee Passion and Aligning Your Teams www.employeepassion.ie or www.performancepartners.ie
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