How to Motivate Employees: 13 Simple Ways
Take advantage of the motivational power of recognition
Research shows that recognition is one of the most effective ways to motivate employees. 80 percent of employees say that recognition is a strong source of motivation, and 90 percent say that receiving recognition motivates them to work harder. However, many companies continue to neglect recognition: a lack of recognition is the third most common reason employees choose to leave an organization.
Any recognition strategy needs to incorporate both monetary and social recognition. According to a report by Aptitude Research Partners, organizations using social recognition have 40 percent higher employee productivity compared to organizations not using it.
- Recognition should be provided frequently — not just during work anniversaries — and in the moment.
- Any time you send a recognition, be specific and transparent when describing the key behavior demonstrated. This is extremely important because 92 percent of employees agree when they’re recognized for a specific action, they’re more likely to take that action again in the future.
- Tie recognition to company values to show employees that those values are more than just words and incentivize employees to practice them.
- Consider using a points system for rewards, which allows employees to redeem their points for a reward of their choosing that they find meaningful.
- Finally, use an employee recognition platform so your team members can provide recognition from anywhere, whether they’re on desktop or mobile. You should also leverage data insights to properly measure and adjust your recognition program for optimal success.
Collect and respond to employee feedback
Employees are far more motivated when they have a voice. 73 percent of employees who feel heard by employers say that they are motivated to perform their best work, and 90 percent of workers are more likely to stay at a company that listens to and acts on feedback.
Collecting feedback frequently gives employees a chance to express themselves and makes them feel valued. Use employee pulse surveys to get a check on how your employees are feeling and see whether your motivational efforts are succeeding. You can also implement a workplace chatbot that provides an always-on channel for employees to confidentially share feedback.
Listening to employee feedback is just the first step; employers need to take visible actions addressing it. After conducting and closing your employee pulse survey, set aside time to measure and analyze the results carefully. What are employees telling you? How do results compare to the last study? What trends are you seeing? Consider the response rate, evaluate the data as well as the comments, and review with managers and leaders. When an employee sees that their feedback has an actual impact on business decisions, they know that their voice matters and they’ll continue to provide honest, valuable feedback.
How to Motivate Your Employees in 10 Easy Steps
Do your employees drag themselves into work? When you ask them to stay back for a meeting or complete an additional task, do they immediately jump into action, object or reluctantly agree. When employees don’t feel appreciated, they will not go the extra mile. The clock is at the uppermost part of their minds.
1. Connect with your team – As a leader you should be seen. Be visible. Make your presence felt. Don’t just lock yourself in your office whole day and only communicate with staff when you want something done. It would be good to walk around on mornings to greet staff, then during the day, take quick walks through the office. Send motivational quotes, positive insights, etc. Get to know your employees. Find out about their interests. When next you meet them remember what you discussed, they would be appreciate how you were attentive.
2.Show that you sincerely care about their well being. I can’t emphasize this point enough. If a staff member is on extended sick leave or loses a family member. Just pick up the phone and call them. Be genuinely sympathetic. Send a card or flowers. If one of your employees passes away, try to attend the funeral service, don’t just focus on getting a replacement. Staff won’t forget this type of behaviour. I had a supervisor who had poor people skills, her sole fixation was on results, sadly though when she retired none of the staff wanted to speak when the floor was opened. It was a very short retirement programme.
3. Be Fair and Neutral. We know too well about office politics and favouritism. It’s really sad when employees can tell who will be getting the next promotion because of their close relationship with the manager. Furthermore, don’t hold personal grudges, don’t send angry e-mails, swear, lose your temper or ignore your staff, especially in front of other employees. Gave constructive feedback rather than criticize. Treat everyone with respect.
4. Advocate for your staff. Exhibit loyalty to your employees. In some cases, if a complaint is made against an employee, the manager is quick to jump in and suddenly all the good the employee has done is cast into the sea of forgetfulness. Don’t be the judge, jury and executioner. When your people are facing difficult challenges and morale is sinking, be the ultimate leader and take the bullet for your team.
5. Employee Empowerment – Micro managing; breathing down someone’s neck all the time can be very disheartening. Sometimes knowing when to step back and let your employees do their work is what they need. Encourage your workers to come up with ideas. Give them responsibility. Let the lead a project. Delegate and assign tasks. Recognize the different type of employees; Some may rely on this style to effectively perform but most will loathe it.
6. Open and Honest two way Communication. Keep employees informed. Don’t let them have to hear of upcoming changes through the grapevine. Make sure top management is available and engaging. Have an open door policy where you can be seen as approachable to your subordinates. Listening to employees -Have an atmosphere where employees ideas and suggestions are valued. Don’t have surveys and suggestion boxes then when feedback is given, you simply ignore it.
7. Champion Team Building Activities. Encourage a family atmosphere at work. Recognize Birthday’s. Have regular meetings and office activities such as talent shows, group breakfast / luncheons and different events that will promote a sense of togetherness and belonging. You may want to host some of these activities off site for a change of scenery.
8. Reward and Recognition– Offer incentives. Always reward staff for good work, and not only top performers include those who are improving or doing their best. Additionally, don’t just wait for this occasion, you can always recognize employees by communicating to them the great job they are doing. Give Specific Thank You’s. Show employees the results of their hard work. Make them feel as though they are a major part of the business. Keep them up to date with the performance of the company this will motivate them to give more.
9. Training – One of the top reasons employees leave a company is the lack of development opportunities. Staff members can interpret an employer’s unwillingness to invest in training as a disregard for their professional development. Acknowledge and encourage strengths, recognize the different skills they possess and recommend training for them. Subsequently, If a staff member has informed you they want to move to another department support their wishes, don’t be an obstacle to them.