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12 Effective Ways to Motivate Your Employees

12 Effective Ways to Motivate Your Employees So you have hired exceptional people. Now you need to make sure they stay with the business. While, of course, money and perks are important, one study found that they don’t top the list of motivating factors.

Instead, the most important factors are motivation from colleagues (20%) and feeling encouraged and recognized (13%

So you’ve hired some great people, and now you want to know how to motivate those employees to stay with the company. After all, when your staff is motivated, they’re more productive – performing 20% ​​higher – and 87% less likely to leave.

Here we look at the different ways to motivate your staff for a happier and more productive work environment. So read the article about the Effective Ways to Motivate Your Employees

Understand the types of employee motivation

An employee’s motivation is the intrinsic and internal drive to provide the effort and actions necessary for all work-related activities and tasks. Employee motivation encompasses the enthusiasm, energy, commitment and level of creativity that an employee brings to work every day.

When you understand this theory of motivation, you can focus on the intrinsic rewards that motivate employees from within and create a good working atmosphere and environment for everyone. Extrinsic rewards fade quickly, while intrinsic rewards focus on motivation.

Achievement motivation is a term used in social psychology to describe a time when people are driven, inspired, or energized by their successes and accomplishments.

Achievement motivation in a work environment can drive people to become high achievers. When a person is geared towards this type of achievement and work motivation, they feel more in control and are happier in life. Staying motivated is great for self-respect.

Theory X and Theory Y

Theory X and Theory Y are two theories of motivation provided by Douglas McGregor in the 60s, based on the idea that management in the workplace is responsible for all factors of production, including employees. This is important to know when trying to figure out how to find motivation in the workplace.

Theory X: This theory of workplace motivation takes more of an authoritarian style. A manager gives instructions and closely monitors each employee. This usually happens when employees lack motivation and don’t want to work. This may be due to laziness, an aversion to work, or a lack of ambition.

Theory Y: This theory of motivation adopts a participatory management style. Employees are self-managing and self-motivated to accomplish their specific goals and objectives. Employees also feel creatively motivated, internally motivated, and receive rewards associated with their accomplishments.

Employee Motivators

This is by no means an exhaustive list, but I wanted to highlight some of the main factors that increase employee motivation.

1. Job security

In today’s cultural climate, job security looms large. In 2020, a high percentage of businesses closed their doors, laid off employees, and reduced their general operations.

The few employees who were able to go virtual were blessed. However, a large number of people have gone from a job they loved to a situation of paid unemployment. With this in mind, when an employee finds a great workplace that promotes job security, they are motivated to do whatever they can to keep their job.

2. Be recognized for your work

Being recognized at work is an essential factor that will increase employee motivation. Deep down in every employee is the desire to be seen as someone who does a great job.

When they are recognized privately and publicly for their work, it inspires them to show off and motivates them to take it to the next level.

3. A healthy work environment

Toxic work environments demotivate employees. Conversely, a healthy environment boosts morale and encourages people to show off. Take a look at Google. They have an environment that fosters excitement, community, and fun.

Google’s work conditions prioritize reducing stress in order to promote high performance. The employee responds by arriving rested, and prepared to work. An setting that encourages health has a lot of power.

4. Career advancement

Employees want to know that there are opportunities for advancement for them. Working in a “dead end” job demotivates employees because it tells them that there is no chance for them to be more than they are at that moment. Want to motivate people? Invite them to articulate their purpose, give them a clear path to growth, and you’ll have a highly motivated employee.

5 . Good wages

Employees want to take care of their personal interests. Whether they are single or supporting a family, the employee will be highly motivated when they know they are earning enough to live comfortably. The higher the pay grade he can achieve, the more motivated he will be and the harder he will work.

Things That Kill Employee Motivation

Before we jump into the discussion of ways to motivate your employees, let’s take a moment to discuss what kills motivation. I find that understanding obstacles helps us become aware of them so that we can eliminate them.

1. Micro-management

Micromanagement is a form of distrust. For the micromanager, the process of micromanaging others is about control. The more control you have over your employees, the more secure you will feel. However, You feel safer as you exert greater control. The more control you exercise, though, the more your staff will feel mistrustful, mistreated, and underappreciated. When your staff members experience this, their motivation declines and the company suffers

What would you think if someone was watching your every move? What would you think if the leader didn’t delegate work, got too involved in your work, and discouraged you from making decisions?

Would you feel motivated if the leader decided to watch every detail, demanded regular updates, and wanted to be copied on every email? If that doesn’t motivate you, know that it will kill all employee motivation within your organization.

2. Lack of systems and structure

Structure and systems tell employees who does what, who reports to whom, and how things are supposed to be done. These elements are very important to strengthen motivation.

Effective, efficient and motivated employees are born of strong structures and systems. The goal of these systems is to create a work environment that enhances motivation and promotes productivity.

One of the fastest ways to demotivate staff is through a lack of systems and structure.

When the employee lives in multiple levels of complexity because there is no direct system, it increases their level of stress. As stress levels rise, employee motivation drops.

3. Fuzzy expectations

It’s important to note that we all have expectations of how things should work. Where we struggle is how effectively we communicate these expectations to those with whom we interact. In truth, there is a high percentage of leaders who call people to a high level of expectation without ever sharing that level.

Millions of employees have to live by a standard they don’t know how to achieve. You cannot reach what you do not know. If expectations are not clearly defined and communicated, the employee will never meet those expectations.

Employees that are aware of the goal are the most motivated. When an organization has high expectations that are never communicated, the employee is in a position of failure. If I was an employee who knew there was no way to win, I would be entirely demotivated and eventually seek a new position elsewhere.

How to motivate employees

Curious about how to motivate your employees to succeed? Here are 12 effective ways.

1. Ask for their opinion

Something magical happens when you ask someone for their opinion on a subject – they immediately feel better about themselves and yours!

When people give their point of view, it feeds their ego and changes their view of the conversation, creating greater sympathy for you or the person who asked the question.

This simple strategy can leave a lasting positive impression, which in turn will facilitate greater employee confidence and satisfaction over time.

Employees who feel listened to are more likely to come to work early or stay late to complete a project because they feel like they are truly part of the team.

Their work is no longer seen as just part of the job, as they are now emotionally invested in individual and company initiatives.

Asking questions also facilitates higher-level cognitive processing, fosters new ideas, challenges corporate norms, and provides a greater sense of confidence in creating solutions to problems.

2. Give them freedom of choice

Do you remember how it felt when you first drove a car by yourself? It was like absolute freedom. Life was now different. Time seemed to slow down, and everything seemed to be there for you to explore.

What if you could make your employees feel the same kind of fulfillment at work? Good news: you can!

When employees experience true freedom of choice, they can devote more energy and effort to their work. They no longer feel anxious or worried about being watched. Additionally, from a physiological standpoint, independence can enhance mental thinking and brain strength.

Research has consistently shown how chronic stress and anxiety can negatively impact the brain, impairing our ability to process information and impairing working memory. It also makes us more prone to making mistakes, which creates more work behind the scenes as we try to go back and fix mistakes.

When employees feel like they have a choice in the matter, their motivation and willingness to do the job inherently increases.

3. Minimize meetings for better productivity

There’s a reason Jeff Bezos uses the two-pizza rule for his meetings — too many cooks in the kitchen can create unnecessary tension and slow progress.

More importantly, excessive meetings can also stunt problem-solving growth and creativity.

That time spent in meetings could easily be spent working on projects or investing in building relationships with co-workers, leading to a much greater return on investment through team building and communication strategies. effective communication.

Although meetings have a lot of potential benefits, they rarely deliver enough of them to make them worthwhile. And for the most part, excessive meetings can be demoralizing, especially if they’re unnecessary and waste time.

The increase in the number of meetings usually equates to a drop in work motivation, as they pile up, no matter how hard the individual tries.

The increase in the number of meetings usually equates to a drop in work motivation, as they pile up, no matter how hard the individual tries.

4. Offer resources for ongoing learning and professional development.

Investing in your employees is one of the best investments a company can make – especially in times of crisis – because it shows that you have the best interests of employees in mind. Yet many companies fear that the time, energy and money they invest in their employees will turn against them if they leave.

No matter how much money is spent, some employees will eventually decide to go. However, when workers depart amicably and believe they may advance within a firm, they immediately turn into walking advertisements for that business, which may result in further recommendations. jobs and growth possibilities.

Employees are more likely to spend their time, energy, and resources to work even harder for the firm if they believe that their employer is prepared to engage in their personal growth. This procedure generates a cycle of encouraging production feedback that may sustain any organization through the ups and downs that are unavoidable.

We have news for you, for those who are still skeptical about investing in employee development. Investing in employee training and development can reduce staff turnover and long-term absenteeism, again saving valuable time and resources.

5. Involve employees in establishing personal and business goals

Peter Drucker is famous for saying, “If you can’t measure it, you can’t improve it.” And there’s a reason he said that.

Goal setting can be one of the most effective ways to increase motivation and boost productivity. Goal setting can boost productivity by 11-25% when done correctly.

Again, when employees feel like they’re part of the conversation, they’re willing to put in the extra effort needed to complete a task, complete a job, or go above and beyond their usual responsibilities to be part of the conversation. ‘team.

This concept also combines individual initiatives and transforms them into company-wide objectives, thus offering a holistic and highly integrative approach to team building.

When the employee and the company achieve their individual goals, a sense of personal and professional accomplishment occurs, creating a shift in momentum that the company can use to propel it towards even greater growth and development.

Goal setting is no longer something you have to do behind closed doors. It’s an essential part of your business plan and can help you retain top talent while creating an optimal work environment.

6. Let them know you care

Before they know how much you care about them, people don’t care how much you know. And if they know you care about them, they will have no reason to look elsewhere for another job opportunity.

Caring about your employees is more than just saying “thank you”, although that’s always a good place to start. Caring about employees means sincerely listening to their feedback, offering them options and alternatives to choose how they want to work, and allowing them to freely make decisions on their behalf.

When companies care about their employees, they don’t worry about why an employee needs to take time off or if a project will be completed because they trust their employees. They let the results and actions of their employees speak for themselves.

Employee engagement soars and employee retention is avoided when firms actually care about their workers.

These factors are important because maintaining a high employee retention rate is a bigger issue than hiring new employees, especially for small businesses.

Care may not show up directly in the monthly budget or quarterly results reports, but that doesn’t mean it can’t have meaningful long-term payoffs.

7. Praise in public, criticize in private

Have you ever felt the spine-chilling, second-hand embarrassment of being in the same room as someone being scolded by a superior? It’s horrible and completely preventable.

What effect does this have on the morale of individuals? What about team morale? Does this kind of antics facilitate calculated risk-taking, taboo questioning, or motivation for progress? Think twice.

Influential leaders need to give feedback, but how they choose to do so can have a ripple effect throughout the company, even if it doesn’t directly affect everyone.

A single bad incident can have significant negative consequences throughout the organization and have detrimental effects for years. While people will forget the things you did and said, they won’t forget the emotions you instilled in them.

Congratulating employees in public boosts team morale by creating an overall sense of security that appeals to our basic needs. This factor has even more impact when negative comments and difficult conversations have to take place.

It is possible for uncomfortable conversations to take on a life of their own and foster growth, learning, and development by creating an intimate environment free from external or outside judgment. And now is the time to give feedback on performance, settings and needed changes.

Not only does this facilitate trust and relationship building, but it also promotes safety and time to discuss personal and professional factors that can also weigh on an employee’s performance.

Trust can take years to build and minutes to break.

8. Set smaller goals

Your organization should have a 5- or 10-year business plan that outlines trends, goals, and markers for success. The most outstanding leaders can take long-term goals and break them down into small, achievable milestones. Each milestone is a stepping stone to the bigger goal, but instead of aiming for the long term, we focus on the short term.

Quick wins are powerful reminders of the quality of work done. What people need to get and stay motivated is a quick winning streak. Not only does this motivate your employees, but it builds their confidence.

Today, more than ever, we need to focus on short-term stability rather than long-term growth. It is in the short term that the organization is set up. You need quick wins that create highly motivated employees who will drive the vision forward.

9. Be transparent

Transparency breeds trust. The more an employee can trust you, the more motivated they will be. The openness with which you share information is crucial to creating clarity, certainty and trust.

When employees feel out of place, they become insecure. The more uncertain an employee is, the less motivated he is. It is important to note that when you lack transparency, you lose employee motivation and trust. Ultimately, when an organization loses trust, it doesn’t take long before it shuts down.

The best way to be transparent is to communicate regularly. I don’t think most organizations communicate well enough. If you don’t communicate well enough, you won’t have a platform to be transparent.

Learn the science and art of communication. Invest in learning how to talk with people and not at people.After that, use that knowledge to establish relationships with people so that you can influence their life while remaining honest with them.

10. Encourage individuals rather than encourage a team.

It is common to focus on building and motivating the “team”. This focus may be the product of a leadership culture that emphasizes “we” rather than “me.”

She can also be the product of a time-pressed leader who uses team motivation to get the job done, motivate her staff, and save time in the process.

Interestingly, people love being part of a team, but they also love when they receive personalized attention. There’s something special when your leader takes the time to build you personally instead of a group activity.

Take advantage of a time when you can spend one-on-one coaching with your employee. Encourage the employee, provide guidance on their growth and recognize their contribution.

Help him see the value he brings. Your employee will become very motivated if you take this action. A highly motivated employee will begin to inspire and motivate all the other employees around them.

11. Learn what makes every employee tick

Humanity has a strong desire to be known. Deep inside each of us is this secret wish that someone could see us for who we are and not just what we bring to the talent table. One of the best ways to dramatically increase employee motivation is to know their personality types.

DISC, MBTI, and Enneagram all offer valuable insights that can be harnessed for growth, motivation, and alignment. Getting your employee through an indicator and then taking the time to get to know the person behind the personality will instantly increase motivation.

Each personality has something they long for and specific ways to connect. Taking the time to learn and unpack each personality type is a gateway to a bond of loyalty that will fuel motivation for years to come.

12. Be inclusive

If 2020 and 2021 have taught us anything, it’s that people want to be included. Every movement was a cry of alarm saying “we have been forgotten”. If people are launching these moves nationwide, you can bet they’re happening within your business ecosystem.

Learn to participate in the conversation rather than avoiding it. I don’t believe people need you to agree with them. I think people want to feel like they’ve been listened to and heard.

Being included is directly linked to employee motivation. If a person doesn’t feel heard or included, that lack of connection has serious ramifications. Not being included can lead to loneliness, depression, anger and detachment.

You and I both know that if a person goes through the spectrum of these emotions, they won’t have the motivation to complete their tasks and build the organization with you.

A basic human right and dignity is to be included. We must ensure that we include our co-workers, regardless of their religion, political beliefs or lifestyle choice.

When we learn to include others and help them feel like they have been heard, we will instantly have a motivated follower to help us build the organization.

A connected person is a healthy person, and a healthy person is a motivated person.

Motivation is just the beginning

To truly move a business forward, systems must be in place to meet goals and expectations. Opportunities like this don’t happen in a vacuum, so you’ll need to learn how to motivate employees and maximize their productivity.

Motivation is just a springboard to productivity and optimizing business growth. That’s why leaders and employees need to communicate their intentions with clarity and acting consistently.

Just as one cannot acquire the benefits of physical exercise by merely thinking about it or talking about it, the same is true for setting goals and genuine intentions for change.

Your actions will always speak volumes, so be sure to stay consistent when implementing these steps. Motivation is a lot like taking a bath – you need to do it daily to maintain your standards.