How to Increase Employee Motivation

Mark Schneider is President of The AXIA Group, a sales and management consulting firm based in Stamford, CT.  For more information please visit http://www.linkedin.com/pub/mark-schneider/8/30/672

The reality of businesses "doing more with less" is commonplace and it increases the need for managers to invigorate their staff. In today’s stressful economy where many have received pay cuts or work longer hours, managers must reevaluate their roles and become more active in inspiring their teams to peak performance.

Traditional theories of worker motivation, introduced by psychologists Abraham Maslow and Frederick Herzberg still ring true. Both contend that individuals are motivated by a sense of fulfilling ones potential and by receiving appreciation and praise. Some managers give these motivational areas little focus; however we must remind ourselves that an important role of a business leader is to develop and inspire their people. Larry Bossidy, former Chairman and CEO of Honeywell International said "…leaders need to commit as much as 40% of their time and emotional energy in one form or another, to selecting, appraising and developing people." Fortunately, implementing practices that create a motivated work force are generally simple and incur little to no cost.

Five Steps to Increased Employee Motivation

1. Get to know your people better. First, list what you believe motivates each employee. Then sit privately with every individual and ask them the same question. Are there differences? When communicating with staff, connect the dots between their motivational factors and the company’s objectives and vision. Remember, everyone listens to the same radio station, "WIIFM", "What’s in it for me?".

2. Try various interpersonal approaches until you find what works best for each individual. Different people respond to different types of interaction and human contact. For example, consider how emotionally different two children from the same parents can be, and how differently we must treat them in order to gain their cooperation. If our only motivational tool is a hammer, we tend to "treat everyone like a nail and pound on them". While some employees may respond well to this approach, others may become highly discouraged and unmotivated.

3. Enact new policies and processes that support employee motivation. Utilize reward systems; results based performance plans and formal recognition methods as tools to create a positive work environment. Try this simple technique; "Catch someone doing something right, and tell them about it". Managers tend to only note mistakes, so begin a habit of looking for what is being done well. Immediately praise that individual, in public if possible.

4. Delegate authority not just tasks. This enables employees to take ownership, utilizing their intelligence and creativity to reach the objective. Most individuals embrace an opportunity demonstrate their uniqueness and grow their professional capabilities.

5. Insert a block of focused "leadership time" in your calendar every day. Developing a motivated employee and creating a new culture of human interaction requires time and consistency.

Many companies state that employees are their most important asset; but only profess its importance rather than demonstrating it. In today’s ultra competitive environment, successful organizations will be those that treat employees like the true assets they are!

 

Comments

[Jarekmlodzinski]

Great post, Mark! I especially like Number 4 and 5! Looking forward to your future posts!

[Luis Sanchez]

Great article! Well said.