Survival and growth of an organization considerably depend on the performance of its employees. And the performance of an employee depends on the basic two factors. These are his ability to work and his will to work. You can determine the first factor by the quality of education, training, and experience that he or she has acquired. Even if you find any deficiencies, you can improve it through further training. However, the willingness to work is more difficult to manage.
A motivated workforce is essential for efficient working and optimum productivity, and thus for attaining organizational objectives. In order to make any managerial decision really meaningful, it is necessary to convert it into effective action. Almost every human problem we face in the industry has motivational elements. In fact, every aspect of the personnel function is previously endowed with motivational attributes. So in small business, you must incorporate the principles and concept of motivation into the philosophy of management. An important part of an employee evaluation is to help the company determine where the employee is performance wise based on their expectations.
As an owner of organisation you have to motivate your employees. Salary is often enough motivation to keep employees working for an organization, but it's not always enough to push them to fulfill their full potential. Motivated employees will retain a high level of innovation while producing higher-quality work at a higher level of efficiency. Let’s know the importance of motivation in an organization.
For achieving the above results you have to make some efforts, management has to motivate their team. But how? Don’t worry, if you follow the below techniques then you can get the best results from motivated employees. Let’s know what they are:
Be The Best Manager
This may seem like a no-brainer, but bad management is one of the top reasons employees run for the hills. Things like respect, honesty, support and clear communication are the foundations here. But there’s a lot more you can do to be a great leader and mentor. If you’re new to this whole management thing, it’s worth reading some books on the subject — effective management, like any other skill, takes knowledge and practice.
Clear Your Expectations
Having to redo work because people have misunderstood what you’ve asked can chip away at your bottom line. It will frustrate employees too. Give clear briefs when assigning projects or tasks. Be sure to consider people’s skill level and what motivates them as well as their base of understanding.
One of the best ways to motivate your people is to give them more responsibility and decision-making powers so that they have enough realm of control over a given task. This simple strategy goes a long way to diminish frustrations arising from being held responsible wrongfully for something over which one does not have any control (e.g. lacking proper resources to carry out a task). Besides, you can divert energy from self-preservation to better and improved task Accomplishment By Empowering Your Workforce.
Allow people to explore new growth opportunities
Provide and build an environment where people can have access to growth materials. This very good especially in a startup where the business is expanding rapidly and people have to adapt in order to move the business forward. Having an organization that focuses on growth is a great motivator for people.
It’s great to feel fulfilled by your work. In fact, it’s one of the key job satisfaction factors. Satisfaction in your work can come from a variety of places —mainly from customers or the end users of your product. And if your customers express appreciation for these things, be sure to share that feedback with your employees But when it comes to feedback there is a very simple rule. Negative feedback should always be done in private and positive feedback and praise should always be done in public. This is going to motivate your worker to strive and do things that attract your praise and positive feedback. When it comes to customer relations always give positive feedback when someone takes the extra mile to help a customer out. This means repeat business for you and this is essential in any organization.
Be As Transparent As Possible
Most people prefer to wait to share news or announce changes until all the details have been ironed out. It seems counterintuitive to admit you don’t know something when your goal is to build understanding.
However, this sort of admission is exactly what you should do to build trust and improve employee engagement. Be transparent with employees about business decisions as they’re being made (e.g., strategy shifts, change initiatives, and growth goals), acknowledge the things you don’t know yet, and provide them the opportunity to ask questions and give feedback.
When decisions get made behind closed doors, it leads to discontent or, worse, active disengagement. However, an open-door policy improves the collective motivation of your workforce and keeps employees committed to the direction of your business.
Let Employees Define Their Duties (Whenever Possible)
This one could sound scary at first, but it's not. When you bring on a new hire, they understand that certain essential tasks must be done (and done well) for them to remain employed.
But what about those special tasks that pop up? Need someone to volunteer for a charity event, design a storefront display or do some painting? Ask for volunteers and then delegate. People will be happier about taking on non-routine assignments when it's something they have an interest in.
Fun is very motivational. Make sure your organization finds ways to have fun at work. The people I know who are the most successful and the happiest are those who take their work seriously, but they don’t take themselves very seriously.
Perks & Bonuses
Company perks include things like half days, casual days, work parties, branded gear, and other such things that help make the workplace more than just a workplace. You create a specific culture and atmosphere for your company by offering different benefits. It contributes to a sense of belonging and encourages employees to be excited about showing up to work each day.
If employees know that their hard work will be rewarded financially, they will be more motivated to prove that they deserve a bonus. This is especially true if bonuses aren’t arbitrarily handed out to everyone, but if instead they are given to those that have shown their ability to go above and beyond. But be mindful—understand your employees and their work. There may be some who go above and beyond in quieter, less obvious ways. You can be a huge influence in many people’s lives by noticing those efforts which often go unnoticed.
Nonmonetary incentives that serve as positive motivators include responsibility, recognition, and advancement. Employers and managers also need to recognize employees’ small wins in order to promote participatory environments. In addition, it is imperative to treat all employees equally with fairness and respect to create a highly motivated working environment.