Improve employee motivation

Employee motivation = revenue AND production

The job of owners, directors or managers is to get things done through their employees. And to make this happen, leaders need to be able to motivate their staff.

The job of owners, directors or managers is to get things done through their employees. And to make this happen, leaders need to be able to motivate their staff. Nevertheless, for many people, this is easier said than done.

Motivating people is poorly practiced by many leaders

Regardless of all of the research and books on the subject of motivating people in the workforce, employee motivation is not fully understood and often times poorly applied. To truly understand employee motivation, we must understand people (which tends to be the weak link in the process). Understanding people is a complex process; however, it is a necessary part of effective employee motivation.

On-the-job improvement is augmented through one's motivation

No matter what one does for a living, everyone needs to be motivated. Whether you are a cabinetmaker, chef or CEO of a Fortune 100 company, you need to be driven or at least motivated (internally and externally) to do your job.

Not everyone has high self-motivation

Self-motivation is a trait that everyone has, but the level of motivation varies from person to person. In order for any business to survive and succeed, it needs to have employees who are highly motivated. While there are scores of options for motivating employees, our research has shown that most people do not know where to start.

With that said, we have bulleted a few ideas to get you (or someone you know) started down the right path:

  • Set high expectations and/or goals
  • Employ positive reinforcement
  • Treat people, job descriptions and positions fairly
  • Meet an employee's needs
  • Restructure roles and responsibilities
  • Financial rewards based on job performance

On-the-job improvement is augmented through one's motivation

You can improve your staff's motivation quickly (and often at little or no cost) by following these five steps:

Improve everyone's work environment - Look for simple ways to make it more enjoyable to come to work, like putting on a fresh coat of paint, having clean bathrooms or replacing some worn-out carpet. Even a larger or updated company sign can bring new life to the work environment.

Make work more challenging, fun and interesting - Training workers in new areas and assigning new job tasks can give workers new insights about the business and improve their skill sets. This can build confidence in their ability to perform different job functions and increase worker morale.

Give kudos for a job well done - Everyone appreciates being noticed when they do something right or go above and beyond their normal responsibilities, especially if the job is monotonous or difficult.

Give money or perks for outstanding performance - Make bonuses or perks a motivation for employees to work harder and better at their job. Share their outstanding performance with other employees.

Keep an open line of communication with everyone - You need to know if your employees are no longer challenged or have become bored with their job. The only way to become aware of this is when employees are able to communicate their desires to their immediate supervisor. Although no one can accommodate the needs of everyone, you should try your hardest to lend a proactive ear to the needs of your employees.

Executive summary

There are many factors that motivate people. Surprisingly enough, pay, benefits and working conditions are typically given a low rating. And contrary to popular belief, money is NOT the prime motivator. People want to be respected, acknowledged and rewarded for a job well done.

Need help or want more information about motivating employees? Contact Cindy McSwain using the information below.

Cindy McSwain

Senior Vice President
Outsourcing Services

Cindy McSwain leads AGH’s outsourcing services group. Her team provides payroll, accounting, funds disbursement, controller, and other financial outsourcing services to numerous clients throughout the U.S. Prior to joining the outsourcing group, Cindy served AGH’s audit clients for 10 years, working with a wide range of middle-market, closely held and family-owned organizations.

Her current clients cross many industry sectors, including manufacturing and distribution, restaurants, retailers, medical and not-for-profit. She has participated in numerous SEC filings and public registrations and has experience in mergers and acquisitions. Cindy is a certified public accountant and a member of both the American Institute of Certified Public Accountants and the Kansas Society of Certified Public Accountants.

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