In last month’s issue, we began to endeavor to answer the question of many managers and executives–“How can I motivate my employees?” We addressed getting your employees involved, employing effective communication and gauging and improving overall job satisfaction as a means of enhancing morale. Below are some additional tools and techniques to continue to solve the motivational needs puzzle that many employers face:
Tools to Get the Job Done:
In order to get work done, and done right, you as the leader need to give your employees the skills and tools for them to complete their tasks. This includes giving them the support and the training they need. Then your employees will stay motivated.
Independency/ Empowerment:
Sometimes knowing when to step back and let your employees do their work is what they need. Employees want to feel that they are trusted to get their work done. They do not need to be micromanaged in everything they do. As a leader, when you delegate or assign a task to your employees, tell them what your expectations are and let them do the work. You will find that your employees will take pride in their work when they are allowed to make some decisions on their own. They feel that they own it, especially if the decision of how to best do their job is from them.
Rewards:
Your employees need to be motivated to do a great job. For this to be consistent, give your employees praise and appreciation. This should be done in front of others. Whether you give a personalized written note, a positive compliment, or other type of incentive, you need to give these to all employees to keep their motivation going. At your company staff meetings, your employees can be given the chance through a company drawing for a prize such as gift certificates to a local store or even an “Employee of the Month” special parking space. If you have weekly meetings, do this type of reward once a month. If you do not have staff meetings, consider implementing them as a way of communicating.
For some employees, depending on the events that take place, the incentive of giving a bonus or even a promotion is a significant boost. People like to see their name in print, so put the employees’ significant contributions in the company newsletter with their names and their pictures. This typically makes people feel really good about themselves. Over the years, it has been found that employees sometimes would prefer something different. Some employers have given gift cards to the grocery store, book store, or even for the employee to relax going out to a restaurant or to a movie. Make sure all of your employees are valued and recognized for the contributions they make to your company. Remember, not all employees respond to the same incentives as others. Some companies have a company softball, baseball, or bowling team. These things boost morale for many employees. Having a consistent employee rewards program in place is a good way to retain employees. Your company’s reputation also does not hurt.
Care About Your People:
Beyond the point of assigning work tasks and providing the tools needed to complete the tasks, leaders need to look at further educating and training their talented employees. If your employees believe that their boss does not care about either the task or them, then they will not care either. The company then suffers for that.
There are some companies who have built their reputations as companies where people want to work. This is translated into “employers of choice.” Leaders knowing about motivation are able to be more effective in meeting their organizational goals through delegating and knowing that the work will get done by their employees. High employee morale increases productivity, as well as reduces employee turnover rates, decreases employee complaints, and improves job satisfaction.
In implementing these specific keys to your company’s benefits, you will find a significant positive impact throughout your organization. These benefits to the organization include a more creative work environment for productivity to increase, which will result in higher employee performance, and an increase in employee retention. On top of this, you will find that for your employees to be satisfied in their work, they will have better internal and external relationships with customers, as well as company profits would increase all at the same time. The more of these keys you implement, the greater the organizational reward because you will find motivational incentives for a greater number of employees.
Neal Burgis, Ph.D. is the founder and CEO of Burgis Successful Solutions, an executive coaching firm. Neal has 18 years of experience helping people with their goals and performance. He specializes in executive coaching on work balance issues of performance, leadership development, and improving skills, as well as being a sounding board. Dr. Burgis is a National Certified Psychologist and a Certified Executive Coach.