We all respond differently to different types of motivation, otherwise we’d all just be a bunch of obedient robots. As individuals, we each have things of importance that we value in our lives. As an employer, it’s their job to figure out how to connect with their staff to really understand what is important to them and insure that their environment and their needs are taken into account.
Get involved in the workplace
Interacting with each employee on a personal level shows that you care about their success, as well as your own. Making each person feel like their own boss is much more advantageous that ruling with an iron fist, you want them to be invested in their own actions, rather than just meeting the minimum expectations that are set.
Kill the monotony found at work by organizing small, yet effective, surprise rewards and acknowledgements when they least expect it. Quarterly bonuses and quotas that are rewarded are nice, but they start to lose their novelty once they become the only thing that employees look forward to every year. That’s why it is important to pepper in your own way of acknowledging good work, or even when you notice people struggling when you know they are giving it their best. That motivates them even more to keep at it.
Never underestimate the trophy
Despite how corny it looks from the outside, when you receive a little piece of employment gold or decoration, it feels good inside. A trophy can literally be a cheap piece of plastic with your name on it, that’s something solid and tangible that you can show your co-workers and colleagues that you were recognized. If you already have enough handouts for quotas or work achievements, go ahead and make these trophies a bit more fun by throwing quizzes or company games to compete for these prizes. Bragging rights is a great employee motivator, no matter how it’s gotten.
Be more accessible
The importance of the staff’s ability to express themselves inside of the association is another key element in worker motivation. Does your workplace request thoughts and give a domain in which individuals are open to giving criticism? Assuming this is the case, workers who offer thoughts, don’t hesitate to censure and focus on persistent change. If not, they keep quiet or discover themselves always into a bad situation – until they take off.
A typical regret heard amid exit interviews is that the employees never feel senior administrators really cared about their needs. By senior chiefs I allude to the president or CEO of an organization or an office or division head in a bigger organization. Put in some investment to meet with new representatives to find out about their gifts, strengths, and abilities. Meet with everyone regularly. You’ll have more valuable data and keep your fingers on the beat of your association. It’s a basic, yet effective, approach to help workers feel invited, recognized, and motivated.
Check out this great infographic by Clarity on improving employee engagement without increasing your expenses:
Image by the Lander Consultancy