Employee motivation can be an easy task especially when the team leader demonstrates the appropriate disciplines. The simple disciplines encourage employee motivation to happen naturally. The wonders of “monkey see, monkey do” approach.
Motivation, also known as self-motivation, is the trigger to act. The factors involved to personally motivate and to inspire are not necessarily the factors that motivate all individuals in the workplace.
Working people devote half of their lives in professional atmosphere while 1/3rd in sleeping at home. Only at weekends and free time (few hours a day); they are with family. Motivation at workplace play important role for the mental and physical upliftment of employees.
No one can conjure up the means to motivate you, only you can discover the best methods in which to inspire yourself. Any motivation always comes from within the individual.
A good and well equipped team leader will demonstrate the appropriate behaviours and create an environment that accentuates motivated employees.
It is widely known fact that most employees need motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating. Motivation levels within the workplace have a direct impact on employee productivity. However it is not possible for HR to carry out motivational activities all the time, superseding core tasks of each employee. That’s where SELF-MOTIVATION works.
- 1 Self-motivation
- 2 Connection with the company
There are two types of self-motivation: External and Internal
External employee motivation
External employee motivation comes from awards, bonuses, titles, promotions, money, etc. These are motivators commonly referred to as the hygiene factors. Unfortunately these external motivators do not last and are not a good source for employee motivation.
Let’s pretend we are a team and we had a great year. We decide to give everyone a $5,000 bonus. Everyone is happy and this motivates the employees at an all time high.
A year goes by and the organization did not have such a great year and may be considering laying off some team members. Compared to the previous year, what will the employees expect in terms of a bonus and how will this impact employee morale?
Certainly disappointment is eminent and employee morale will flounder. In order to maintain the current employee motivation, the organization would be expected to offer the same bonus as or higher than the previous year.
This is not possible and decreases employee morale. I draw your attention to the old donkey and carrot story. External motivation is never lasting.
Team leaders should focus on the alternative, internal motivation. It is like success, grows from the inside out and not from the external to the internal.
In order to understand internal employee motivation you need to understand yourself and trust your abilities to carry you forward. This is a key factor in building employee performance.
What do you want to be, to do or to have in life? Combine your dreams with passion and you will be self motivated.
Internal employee motivation
Internal or self motivators enable you to demonstrate all the appropriate behaviours. It is inevitable that a confident, hard-working team player, who recognizes the contributions of others and rewards them with acknowledgement, will pass on those behaviours. These positive behaviours will lead directly to employee motivation. As individuals, we reap what we sow.
As a team leader, if you are critical of yourself, you will be critical of others. This is not an acceptable contribution. However, if you accept the abilities you bring to the table and recognize your achievements, you will be a good leader, a team player and allow your employees to do the job they were hired to do. Recognition for a job well done is strong employee motivation.
You may find it hard to believe but recognition is the most powerful employee motivation of all. Research has shown that there is a stronger need in society today for recognition than there is for sex and money. Now that says something about motivating employee.
Employee motivation is positive reinforcement. Positive reinforcement builds our self-esteem. Our self-esteem is depicted by the manner in which we see ourselves. We can either focus internally through our personal beliefs or externally by following the beliefs of others.
It starts from within. Lead as you would like to be led. Allow the employee to do the job they have been entrusted to do. Give the employee the recognition for a job well done. Build a strong foundation of challenge, inspiration and trust. It is an investment in people and in the company’s future.
It equals better performance and a willingness to grow. The employee must earn the respect of others and trust their hard work will be acknowledged. These are the simple mechanics to building self-esteem and the key to success. Employee motivation is a giant step forward for any organization.
Let’s take a look at other forms of employee motivation.
Proactive motivation methods
Be complimentary. All individuals strive to do better, to work harder and to learn more if they are complimented in front of their piers on a job well done. This will in turn be passed on to others.
It is focusing on individual strengths. Assign the employee a task he/she performs best. It will be realized with enthusiasm and productivity.
Educate first. Education is of the utmost importance with respect to employee motivation. Education comes in the form of regular team discussions, workshops and seminars. It will be increased by sharing the ideas and visions for the future with them. They are enlightened by others striving to get ahead and to make a difference. It takes a step forward toward accepting change and setting new goals.
It should be exciting. It should bring on enthusiasm and energy. Employee motivation spells success if the foundation consists of encouragement, acknowledgement and enthusiasm. It begins with You.
Employee motivation through recognition is positive reinforcement. Imagine the possibilities. The end result is happy, motivated achievers and a business operating with positive enforcements. The internal employee motivation creates the first wave to success and the external employee motivation follows in its wake.
Salesforce enlisted few methods that help in maintaining healthy environment for employees.
Connection with the company
1. Focus on Company Impact: Avoid Talking About Financial Results
One of the most substantial ways to start motivating your team members is to change the way you talk about your company.
The truth of the matter is that while shareholders often care about a company’s financial performance, most employees don’t have as much of a rooting interest in the financial results of their organization. This is particularly true when employees do not see a direct correlation between their salary and the financial success of the company.
In order to get employees truly engaged in the company, many successful managers have found that team members are often motivated more by the impact that their organization has on the world around them instead of the financial success of the company. In fact, many studies have found that the younger employees who make up today’s workforce often embrace more of this mindset. With this in mind, managers looking to motivate their team should focus more on the impact the company has on society than its financial stats.
Taking this approach in team meetings and in all employee-manager interactions can help inspire a more natural engagement from team members.
2. Focus on the “We” Mindset
Many times, when managers notice an unmotivated employee, they instantly start looking for the issue within that individual team member. However, when managers place blame on an employee or ask, “Why are you doing this?” they’re often only discouraging their employees, not motivating them.
This can make withdrawn employees feel even more withdrawn. It is important to remember that many times when employees are not performing as normal, there is a reason behind it, and typically it is because the employee feels unappreciated.
In order to keep employees engaged in what they are doing or your company and keep them motivated, start approaching on the ‘we’ mindset while working with team members. Issues should be approached as “What can we do to help?” and “How can we remedy this problem?” Doing this avoids the issue of placing blame on an employee, and it also gives team members an opportunity to reconnect with their company. Team work can do wonders and implement plan successfully.
Struggling team members that are approached with the ‘we’ mindset instead of the ‘I’ mindset are also likely to jump in and fix any issues with their performance right away. This is because they often feel as though their actions more severely impact the team instead of just their individual standing within the company.
3. Spend More Time Inspiring and Less Time Micro-Managing
Many times, busy managers spend so much time attempting to micro-manage and control the efforts of their employees that they forget to inspire their team members. Research has revealed that individuals who work for leaders they find to be inspiring are often more committed, productive and satisfied. They are also more likely to stay in their jobs.
While it can be difficult to take the time to try to inspire others instead of managing the work they do, leaders who take this approach often form closer relationships with their employees and have more focused, more motivated and committed team members working under them. Inspire those around you and pay close attention to the message you deliver. The results may surprise you.