How do you drive your employees for better performance? You might have tried positive reinforcement, discipline, punishment, goal setting and rewards yet wondered if it mattered. While there’s no magic formula for success, factoring employee motivation strategies into your business plan tends to be crucial for long-term organizational effectiveness.
Why Employee Motivation Matters
If you’ve ever congratulated a team member on a job well done to encourage more hard work but caused him to cringe in embarrassment instead, you’ll probably agree that the secret to employee motivation remains elusive. Blame it on personality style. When employees disengage, productivity tends to suffer so giving constructive feedback is crucial to employee development, morale and retention. Identifying your staff’s motivating drivers can help assign work appropriately and keep the team focused and productive. Here’s why employee motivation should be of concern to your business.
Commonly measured workplace motivation measurements gauge engagement, satisfaction, commitment and intention to quit. By administering an annual survey, you can collect employees’ opinions. Identifying if they agree with your leadership vision, work in an environment that meets their expectations, represent the company with enthusiasm and decline offers to leave, validates that your motivational strategies and techniques work. If not, avoid the expenses associated with high turnover and address the complaints and shortcomings.
By creating, communicating and maintaining a comprehensive job architecture that motivates employees to seek promotion and advancement, your business can ensure a succession plan. A company with a clear reward system, collaborative culture and a sense of loyalty tends to breed employees who stay. When you have competent employees at every level ready to step up, new opportunities become easier to exploit and crises easier to avert.
Employees typically behave the way they do based on their need to achieve personal goals, belong to a group or desire to control others. Additionally, competitive individuals care about receiving more compensation than others for their work. An effective manager manages the motivational needs of her entire staff to ensure higher production rates with fewer errors and problems.
When employees feel betrayed by their employer due to reduced benefits, delayed raises or layoffs, their loss of morale contributes to workplace conflict and reduced output. Conversely, activities designed to boost job satisfaction, such as reward and recognition programs, career development opportunities and interesting work lead to higher employee contentment. Pride in their employer often leads employees to recommend the company’s products and services to family and friends resulting in higher profits.
Within a company, jobs that provide challenges and opportunities to develop both personally and professionally lead to better outcomes for both the employee and employer. Creating an organization that communicates clear goals and intentions, allows employees to voice their opinions and provides a secure environment typically builds employee confidence that translates to better business results. Motivation matters.