One of the most important uses of motivation is in a company. Organizations employ workers to perform certain tasks; these workers need to be motivated to perform their tasks with maximum productivity. Each employee needs to be motivated constantly throughout his stay in the organization. An employee needs to be encouraged to put his best for
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Retention of workers in today's business climate has become a big challenge for organizations. This is mainly due to the rise in competitors and new entrants. Today, the workforce is made up of people from various countries and cultures. Getting them driven to produce high performance is, therefore, a major challenge for the managers.
Motivating Employees Requires Clear Communication. For management, it is more important to have few skills than a capacity to interact clearly and efficiently with the staff and team members. As a manager or leader within your organization, it is critical that you fully develop your communication skills to manage your staff and employees.
Appreciate a job well done
It doesn't take much to send out a constructive message when it comes to inspiring your staff. An act as simple as thanking members of your team for doing good work can have a major effect on the morale of employees. Positive feedback helps to make the workers feel appreciated in their positions. They're more likely to continue working at their highest rate when someone feels respected.
Facilitate respectful relationships.
Respect in many relationships, including those between managers and their workers, is a strong motivator. Employees regarded \"the opportunity to display respect\" as the most significant leadership conduct, according to a survey of 20,000 working professionals, and those who said they felt respected by leadership were 55 per cent more engaged than those who felt disrespected. Sadly, however, for many organisations, 54 per cent of respondents said that their leadership does not consistently feel valued. So it is obvious that taking the fairly small step of honouring your staff is not just good manners, it is sound business sense. When you meet with your workers individually, give them an e-mail, provide input or settle disputes.
Incentive programs
People will stay with your business if they have a reason to. So if you want to keep your good people and keep them motivated, it’s worth starting an incentive program. Maybe it’s a quarterly bonus. Maybe it’s a commission structure that’s better than the competition. Maybe it’s offering to foot the bill for additional credentials. Or maybe it’s even profit-sharing in your company. If people know they will be rewarded for a job well done, they will be more likely to, well, do a good job, and stay to see things through.
Give your employees room to grow
Especially if your business is rapidly expanding, giving your employees room to grow within the company is a huge motivator. There’s the dangling carrot of more money, yes, but there’s also the psychological factor of feeling like they’re trusted and respected for their work. If you’re opening up a second location, think about which of your employees might be a good fit for a management role there. If there’s someone who’s doing a particularly good job with inventory, consider grooming that person to take over vendor relations completely. When you give your best employees growth opportunities, it shifts their thinking from “this is just a side job” to “this could be a full-fledged career.”
Be transparent about what is taking place in the organisation
Having insight into how business is going makes your employees more invested. So make a point to share this data with them regularly. Luckily, Square makes this easy. With Square’s POS, you can send out daily, weekly, or monthly sales reports — or even information about how many of your customers are new versus returning. Having access to all this data not only makes your employees feel like they’re an important part of the business, but it also helps point out areas where things could be improved.
Offer flexible scheduling
Technology has changed the way company works, and it's also changed the way we work — or the way we work. If workers are able (and expected) to check work email on their phones or finish assignments at home on their computers, it is fair for them to want their employers to have similar flexibility when it comes to scheduling. In a Forbes study, 46 per cent of respondents said that flexibility is the most important factor when it comes to job searching. And employers are paying attention: 86 per cent of companies on Forbes 2014, offered some type of flexible schedule. So, whether it’s a work-from-home opportunity or flex time, offer various scheduling options if you want to be viewed as a progressive employer and attract top talent.
Good working environment
No one wants to stand around in a toxic work environment for hours on end. Having an aesthetically pleasing, well-lit, functional, and fun space makes work a lot more pleasant. The first step is to make sure things are well-kept and that you have updated working equipment. This means switching out that Cold War-era back office computer, your glacial-paced point-of-sale system, or generally anything that people might want to throw out the window in frustration.
Include employees in decision making and goal settings
In their Employee Engagement Research Update (January 2013), Blessing White Research asked respondents to identify the item which “would most improve their performance.” Twenty per cent of all respondents—including almost a third of disengaged workers—cited “greater clarity about what the organization needs me to do and why” as their top answer. This data illustrates why goal-setting is a critical process that should involve your employees every step of the way, and not just amongst management in a vacuum. When employees understand the goals of the company, it’s easier for them to recognize how their actions can directly impact progress towards those goals.
Enable the workers to demonstrate a healthy level of autonomy
Research by the University of Birmingham (2017) suggests that workers who experience higher levels of workplace autonomy also report higher levels of job-related wellbeing. Specifically, increased flexibility as to where work takes place (office vs. home setting), schedule, the pace of work, and the order in which tasks are completed all contributed to higher levels of employee satisfaction.
In a study for Delta One Software Division 2013), results show that employees come to the office not just because they are paid. They come to the office because they believe an office is a place where they get to learn. Hence they love their job. About 90% of the respondents could recollect and name the motivation programs in Delta One.
Therefore organisational leaders needs to apply most of these ideas to keep their employees motivated and hence increase productivity.
Keithley Tongai is a Consultant intern at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.