You know that feeling when you have a sudden burst of energy for a particular task or cause? You see all the amazing possibilities and how you can make them happen? You’re possibly excited and your laser focus has kicked in? Have you ever felt motivated? We’ve all been there, and we’ve certainly been there when the motivation ebbs away. Your employees go through the same cycle and a lack of motivation can greatly impact their work, productivity and results. While you and your team will depend on discipline to carry you through the days, a motivated person can get even further. Work becomes fun, ideas flow on tap and energy is boundless. So how do you create an environment where motivated and simultaneously reduce your unwelcome turnover?
- OFFER GENUINE FEEDBACK AND APPRECIATION
Recognition and praise have always been a great asset in getting anyone motivated – the carrot as they say, works better than the stick. Whenever an employee achieves an important milestone, finishes a particularly daunting assignment or takes some initiative around the office, recognise their contribution. Try not to fall in the pattern of generating in-genuine compliments but focus on specific instances and point out exactly how an employee’s contribution benefits the company.
A great outcome of appreciation is how it creates emotional bonds between employees and employer. Bonds on which trust and loyalty are built and engagement stems. Building your teams’ self-esteem is important in getting them to share ideas and contribute to your business in a meaningful way.
- ATTACH MEANING TO THE WORK
When assigning tasks, taking on new hires or changing your company’s approach, let your team understand your reasoning. Take your time to explain your decisions and the outcome you expect from them. Doing this will get a higher buy-in for your strategy from your employees and some may even offer their support. Take it a step further and challenge your employees to identify the ‘why’ behind their most important tasks. This level of understanding builds a deeper appreciation for any assignment headed their way, especially the mundane – they can see a connection in their efforts and the success of the company.
- CREATE A GREAT WORK ENVIRONMENT
Have you ever found yourself being more productive at some locations more than other locations? Why? Various studies have confirmed that surrounding environments have an impact on your productivity and mood. Think about all the places you love to work and ask your employees’ to do the same. Try to incorporate the key elements of the ideal spaces you and your team have. Also consider other non-expensive add-ons like music subscriptions and office snacks. Invest in a work environment where people actually want to spend their time.
Pro tip: Create good quality office merchandise like jackets and water bottles and distribute them to your employees. Sports’ teams for instance wear uniforms with great pride and uniforms ingrain a sense of unity, identity and cooperation in both the fans’ and players’. Plus merchandise is a great way to market your company for almost nothing.
- ELIMINATE DISSATISFACTION
The fastest way to get your team motivated is simply finding out what they’re unsatisfied with. Find these shortcomings and areas employees aren’t happy. Common answers usually include uncertainty about the future, intrusive supervision and excessive paperwork. Job satisfaction is a great motivator for any employee, eliminate their worries and have an honest conversation where the company and management could improve.
- A IS FOR AUTONOMY
Have you ever heard someone say ‘I loved that time my supervisor micromanaged me, I wish they would do it more often.’ Giving your team their assignments and the autonomy to complete the tasks is an indication you trust them. Realistically, people need to feel in control over their circumstances ergo we want to feel in control of our time and energy. Entrusting your team with the independence to operate helps to form emotional bonds between you and them. A great system to use is distributing work and allowing your team to set their own hours. If the result is a more engaged and satisfied employee, why does it matter how much time they spend at their desks? The independence will build self-sufficient teams because they create their own processes and learn to work with them.
If you haven’t spotted the difference between a motivated team and an unmotivated team, then you’ve never worked with the former. Try out the outlined tips and get feedback from your team on how you can adjust your approach. A basic rule in good employee management, is giving your team the resources they need to flourish –what’s the worst that could happen?
Look out for part 2 in the series!
Follow us on LinkedIn here, we’d love to hear from you.
At The Manpower Company, we understand people so let us help with your HR needs.