Today's evolved workforce needs things other than a handsome pay package to stay motivated. Organisations, which can attract, retain and motivate employees, emerge winners. Human resources are high priority in today's global markets. It does not take much to have a motivated workforce, according to Gregory Smith
HR can use three key factors for developing motivating work environments:
Positive work environment
Rewards for right behaviour
Positive work environment
Positive work environments foster a sense of pride and purpose among their employees. Such organisations command employee commitment and satisfaction effortlessly. What creates a positive work environment
Explaining the "big picture" and how it influences employee growth
Providing feedback on employee performance
Making employees understand the company's expectations
Involving employees in decision-making, wherever required
Listening to their suggestions
Empowering them to do their jobs better
Encouraging them to learn new skills or improve old ones
Assigning them a mentor
Rewards for right behaviour
No financial reward in the world can replace a compliment. Sure, money does attract talent through the front door, but it never prevents them from leaving through the back door. Most employees leave due to lack of praise and recognition. These two are critical elements in retention strategies. Catering to the basic human need to feel appreciated and creating consequences that foster such behaviour are important business secrets. Behaviour could be showing up for on time, perfect attendance or going beyond the call of duty. Rewards and recognition ensure such behaviour.
A peer recognition and reward programme should have the FAST-FUN formula:
Focus on the behaviour to be rewarded
Avoid bureaucratic committees
Team ownership · FUN, entertainment and spontaneity
It is not just employee "hands" that are critical for organisations; their minds, ideas and hearts, too matter. Employee involvement at all levels positively impacts morale, motivation and retention,.
The organisation needs to create a work environment where employees enjoy what they do, feel they have a purpose and are able to reach their potential.
Organisations need to inspire confidence, courage and zeal amongst their employees. Managers need to boost employee morale, which is the foundation for increased productivity. Motivational principles help managers become more effective when working with people.
Tips to improve motivational skills:
# Be confident:
The more confident employees people feel, the better they do. Knowing ahead of time what one wants to say helps managers stay ahead.
# Be patient:
Actively listening to employees motivates them. It is not only clarifies an act, but also shows empathy.
# Be focused:
Employee's problems need to be the focus, not the manager's assessment of the employee's attitude.
# Be assertive:
Reinforcing a viewpoint means eliciting positive response for desirable performance. It also means that employees are encouraged to come up with better quality of work.
# Be communicative:
Open channels of communication help setting goals.
Key to motivation
Managers act as facilitators in this process.
Desired behaviour is often followed by a reward. However, there are other ways to obtain compliance.
Adopting behaviour that associates self with others gives a sense of identity and positive self-image.
A process, which helps the employees gain an even stronger positive self-image, when their own beliefs match those of others. This process serves as self-motivation.
Ways to motivate employees
All available ways may not be appropriate to all situations. However, a combination of the following works.
1. Learning what it takes employees to do a good job and providing it to them. .
2. Acknowledging the good work of employees.
3. An open and friendly nature can achieve wonders.
4. Soliciting opinions and ideas from employees.
5. Encouraging employees to become involved and offer their insights on assignments and projects.
6. Showing employees that the management is concerned about their safety and health.
7. Acting quickly on complaints lest it should have a negative effect on productivity.
8.Avoiding favouritism and maintaining team spirit.
Means to improve motivational skills
"People related" procedures in the day-to-day routine could serve as a means to achieve this purpose.
Hope this will be of help.
Just let me know, which way you chose and what is the results.
hope this will help
Immediate and low cost rewards:Gift certificates]
Photograph on the employee’s board
Invitation to the beach
Invitation to lunch
Recognition at a meeting
Sending performers to external courses
Offering trainings support
Thank u letter
Set a system for management to communicate regularly
Provide suggestion box
Problem solving meetings
Informal get together
Regular staff management meetings
Weekly happy hours meetings
Non- financial rewards
This involves expanding the job of an employee that has them doing more work of a similar nature to what they already do. This may be allowing them to complete the whole task instead of just part of it, for example, to take a delivery order as well as packaging it . This process ideally removes the boredom out of the job by eliminating the repetitiveness out of tasks and allowing them to complete the whole process, further increasing their responsibility.
This involves allowing employees to change the nature of their job periodically. For example, you may give the employee administration duties one week, purchasing the week after, and then back to their original job as shift leaders the following week. This cycle will then be on going. The purpose of this is that the employee, again, is satisfied by reduced boredom and also motivated by the achievement of increased skills. The restaurant or company gains from cross-training and the potential for feed-back and improvement ideas.
Similar to job enlargement, you can enrich an employee's job by expanding their tasks to give a higher level of responsibility in the nature of work they do. For example, they can be given the responsibility of ordering products and making delivery arrangements instead of just supervising the floor team. This will not only expand their skills, but also give them an increased challenge (responsibility).
You are most welcome for any help you may require from my side.
I'm just a mail away. :D
Do share your ideas and experiences with others and help them gain some knowledge from that. That is how we all can make this forum the best in the world.
According to me they are 10 things that can Motivate Employer
1. What is the 'primary aim' of your company?
Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities and mission.
2. What obstacles stop employees performing to best effect?
Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation.
3. What really motivates your staff?
It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results...
4. Do employees feel empowered?
Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation?
If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company?
Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned?
First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company?
Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development?
Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
I hope this info is of some use to you...
Basic Principles to Remember
1. Motivating employees starts with motivating yourself
It's amazing how, if you hate your job, it seems like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. Enthusiasm is contagious. If you're enthusiastic about your job, it's much easier for others to be, too. Also, if you're doing a good job of taking care of yourself and your own job, you'll have much clearer perspective on how others are doing in theirs.
A great place to start learning about motivation is to start understanding your own motivations. The key to helping to motivate your employees is to understand what motivates them. So what motivates you? Consider, for example, time with family, recognition, a job well done, service, learning, etc. How is your job configured to support your own motivations? What can you do to better motivate yourself?
2. Always work to align goals of the organization with goals of employees
As mentioned above, employees can be all fired up about their work and be working very hard. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands -- maybe worse off! Therefore, it's critical that managers and supervisors know what they want from their employees. These preferences should be worded in terms of goals for the organization. Identifying the goals for the organization is usually done during strategic planning. Whatever steps you take to support the motivation of your employees (various steps are suggested below), ensure that employees have strong input to identifying their goals and that these goals are aligned with goals of the organization. (Goals should be worded to be "SMARTER". More about this later on below.)
3. Key to supporting the motivation of your employees is understanding what motivates each of them
Each person is motivated by different things. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. (More about this later on below.)
4. Recognize that supporting employee motivation is a process, not a task
Organizations change all the time, as do people. Indeed, it is an ongoing process to sustain an environment where each employee can strongly motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you'll be much more fulfilled and motivated yourself.
5. Support employee motivation by using organizational systems (for example, policies and procedures) -- don't just count on good intentions
Don't just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees. For example, establish compensation systems, employee performance systems, organizational policies and procedures, etc., to support employee motivation. Also, establishing various systems and structures helps ensure clear understanding and equitable treatment of employees.