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\u2019re possibly excited and your laser focus has kicked in? Have you ever felt motivated? We\u2019ve all been there, and we\u2019ve 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? <\/p>\n\n\n\n
Recognition and praise have always been a great asset in getting anyone motivated \u2013 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\u2019s contribution benefits the company. <\/p>\n\n\n\n
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. <\/p>\n\n\n\n
When assigning\ntasks, taking on new hires or changing your company\u2019s approach, let your team understand\nyour reasoning. Take your time to explain your decisions and the outcome you\nexpect from them. Doing this will get a higher buy-in for your strategy from your employees and some\nmay even offer their support. Take it a step further and challenge your\nemployees to identify the \u2018why\u2019 behind their most important tasks. This level\nof understanding builds a deeper appreciation for any assignment headed their\nway, especially the mundane \u2013 they can see a connection in their efforts and\nthe success of the company.<\/p>\n\n\n\n
Have you ever\nfound yourself being more productive at some locations more than other locations?\nWhy? Various studies have confirmed that surrounding environments have an impact\non your productivity and mood. Think about all the places you love to work and\nask your employees\u2019 to do the same. Try to incorporate the key elements of the\nideal spaces you and your team have. Also consider other non-expensive add-ons\nlike music subscriptions and office snacks. Invest in a work environment where\npeople actually want to spend their time. <\/p>\n\n\n\n
Pro tip:\nCreate good quality office merchandise like jackets and water bottles and distribute\nthem to your employees. Sports\u2019 teams for instance wear uniforms with great pride\nand uniforms ingrain a sense of unity, identity and cooperation in both the\nfans\u2019 and players\u2019. Plus merchandise is a great way to market your company for\nalmost nothing. <\/p>\n\n\n\n
The fastest\nway to get your team motivated is simply finding out what they\u2019re unsatisfied\nwith. Find these shortcomings and areas employees aren\u2019t happy. Common answers\nusually include uncertainty about the future, intrusive supervision and\nexcessive paperwork[1]<\/a>.\nJob satisfaction is a great motivator for any employee, eliminate their worries\nand have an honest conversation where the company and management could improve.\n <\/p>\n\n\n\n Have you ever heard someone say \u2018I loved that time my supervisor micromanaged me, I wish they would do it more often.\u2019 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<\/a><\/strong> 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[2]<\/a>.<\/p>\n\n\n\n If you haven\u2019t spotted the difference between a motivated team and an unmotivated team, then you\u2019ve 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<\/a>,<\/strong> is giving your team the resources they need to flourish \u2013what\u2019s the worst that could happen?<\/p>\n\n\n\n Look out for part 2 in the series! <\/p>\n\n\n\n Follow us on LinkedIn here,<\/a><\/strong> we’d love to hear from you. <\/p>\n\n\n\n At The Manpower Company<\/strong><\/a>, we understand people so let us help with your HR needs. [1]<\/a> https:\/\/www.inc.com\/bubba-page\/7-motivations-at-work-beyond-money.html<\/a><\/p>\n\n\n\n [2]<\/a> https:\/\/snacknation.com\/blog\/how-to-motivate-employees\/<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" 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\u2019re possibly excited and your laser focus has kicked in? Have you ever felt motivated? We\u2019ve all been there, and we\u2019ve 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\u2026<\/p>\n","protected":false},"author":4,"featured_media":4838,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0},"categories":[94,74],"tags":[],"blocksy_meta":{"styles_descriptor":{"styles":{"desktop":"","tablet":"","mobile":""},"google_fonts":[],"version":5}},"_links":{"self":[{"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/posts\/4836"}],"collection":[{"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/comments?post=4836"}],"version-history":[{"count":5,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/posts\/4836\/revisions"}],"predecessor-version":[{"id":4842,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/posts\/4836\/revisions\/4842"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/media\/4838"}],"wp:attachment":[{"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/media?parent=4836"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/categories?post=4836"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tmc.ke\/staging\/wp-json\/wp\/v2\/tags?post=4836"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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