Are your employees not meeting targets, not working
with enough zeal and enthusiasm? You've tried to boost their morale by
giving them pep talks and spiels on hard work. Nothing seems to work.
Sometimes all you need is a gentle push. Try dangling the carrot of
motivation and see how their performance peaks.
WHAT IS MOTIVATION?
Motivation means to stimulate interest or to induce a
person to act in a certain way. It is often referred to as a force or a
drive that pushes you to action.
WHERE DOES IT COME FROM?
Motivation comes form a desire to succeed and to do
well in life. Look at any organization. They will have a few workers who
just don't have the drive or the enthusiasm to work. They need to be
constantly pushed and prodded. In other words, they require constant
Regarding the motivational factors that help people
to work, we conducted a survey of 63 well-reputed organizations of
Rawalpindi & Islamabad. It was a sourceful study, which revealed
that at the lower layer employees are generally happy as they are given
raise in the salary & some bonuses that adequately fulfill their
basis needs, which made them quite contented.
At the middle level, the employees need to be
motivated by recognizing their work, to provide them career
opportunities and to assist them in personal development.
Some of the facts about motivation in the companies
are: 70% of your employees are less motivated today than they used to
be; 80% of your employees could perform significantly better if they
wanted to; 50% of your employees only put enough effort into their work
to keep their job
The things that make people satisfied and motivated
on the job are different in kind from the things that makes them
Ask workers what makes them happy at work, and you
will hear about an annoying boss, a low salary, an uncomfortable
workspace, or stupid rules. Badly managed environmental factors make
people miserable, and they can certainly be demotivating. But even if
managed brilliantly, they don't motivate anybody to work much harder or
smarter. People are motivated; instead by intrinsic factors that answer
people's deep-seated need for growth & achievement.
HOW TO MOTIVATE?
There are many ways by which you can motivate people.
Every individual has a different motivational need that urges him or her
Some of the tips to motivate people are:
A POSITIVE INCENTIVE: The
incentive need not be really big or expensive. Try to tap the
individual's weakness. Sometimes even a small thing as a chocolate
helps. The point is not to start giving your employees chocolates but
even something as small as a chocolate can make a person work.
YOUR PROMISE: While motivating an
individual remember that you have to keep your promise. So if you have
shown an incentive, then stick to it or you are going to lose
REALISTIC: You must be realistic
while giving out incentives to motivate people. Two free tickets to
London may seem like an enticing motivation but is it realistic? Can
your company afford it? Keep your incentives short, sweet and realistic.
Research shows this isn't necessarily true at all.
Increased job satisfaction does not necessarily mean increased job
performance. If the goals of the organization are not aligned with the
goals of employees, then employees aren't effectively working toward the
mission of the organization.
Incentives can be negative too. "If you don't
meet the deadline, you will be fired." The fear of losing a job and
not getting a raise may make a person work but be careful. Don't use
this statement recklessly and specially if it's an empty threat. If you
use threats of firing your employees time and again to every individual
who is not working, you are bound to have your employees stand around
the coffee machine saying, "so did you get the threat of being
fired too, I just did. If he fires all the people, this company will end
up with just the boss. Remember you don't want this to happen, do you?
If you are not careful, negative motivation can often
end up demotivating your employees. This happens when you speak rashly,
without thinking and choosing your words. Some of the demotivators are:
criticism or unfair criticism. Always use positive or constructive
in public. Never humiliate anybody publicly. It is likely to result in
negativity and ill-will
Rewarding the wrong person may be a demotivation for
other employees. Many times you may end up rewarding the non-performer.
Rewarding the non-performer is not something that cannot be forgiven but
not rewarding the deserving performer is a crime.
WHY WE MISREAD MOTIVES
We think other people are more mercenary than they
"What workers want most from their employers,
beyond anything else, is high wages." To be sure, money still
counts. But today's enlightened managers appreciate that employees seek
meaning and satisfaction from their jobs — that it's not just about
the paycheck. The managers should understand what motivates employees
and fine-tune incentives accordingly. Research conducted by Stanford
associate professor Chip Heath suggests that managers are not as good at
judging employee motivation as they think they are. In fact, people from
all walks of life seem to consistently misunderstand what drives
A common finding is that extrinsic incentives are
bias. That term refers to our tendency to assume that others are more
driven than we are by external rewards for work. We think those around
us are more motivated by extrinsic rewards like pay or job security and
less so by intrinsic motivators like a desire to learn new skills or
contribute to an organization. Research has shows that this widely held
assumption is false.
A 1995 survey of 500-law school as-pirants showed
evidence of extrinsic incentives bias.
By stressing extrinsic motivators — while over
looking intrinsic ones — well, means managers may be pushing the wrong
levers and developing incentives that don't reflect employee's needs.
People certainly appreciate bonuses but money alone won't have the
desired effect if managers overlook their employees, desires to
contribute to their organizations in meaningful ways. Managers can't
divine every person's real motivation. Assume what motivates you
MOTIVATING EMPLOYEES STARTS WITH MOTIVATING YOURSELF
It's amazing how, if one hates his job, it seems like
everyone else does, too. If an employee is very stressed out, it seems
like everyone else is, too. Enthusiasm is contagious. If employee is
enthusiastic about his or her job, it's much easier for others to be,
too. Also, if he or she is doing a good job of taking care of himself
and his own job, he or she will have much clearer perspective on how
others are doing in theirs.
A great place to start learning about motivation is
to start understanding your own motivations. The key to help motivate
your employees is to understand what motivates them. So what motivates
you? Consider, for example, time with family, recognition, a job well
done, service, learning, etc. How is your job configured to support your
own motivations? What can you do to better motivate yourself?
EMPLOYEES MOTIVATIONAL STRATEGIES
There is no definitive way to motivate staff.
Competition between employees is also commonly used as a motivation
strategy. However the key to an effective employee motivation strategy
is to provide a range of incentives that will appeal to different
personalities. While one individual may be highly money motivated
another may find job satisfaction or creative opportunities are more
Some of the employee motivation strategies:
* The employee
is always right
A safe employee is a motivated employee
Motivating Your Sales Team
Supporting Your Sales Team
Establishing Staff Values
The Power of Acknowledgement
Actions Speak Louder than Words
These employee motivation strategies focus on how to
praise, acknowledge and give positive feedback. These employee
motivation strategies focus on what you DO as a leader, rather than what
you SAY. Giving verbal praise is sometimes not enough. You have to
create an environment where people feel acknowledged and appreciated.
The intention is to create an environment where employee gets motivated,
it is not only important but also necessary. Some of the tips for
creating such an environment is
1. CREATE AN "OPEN DOOR" ENVIRONMENT
Many managers SAY their door is always open but in
reality the door is normally closed. Realistically you can't always be
available to discuss issues with your team. But you can set aside time
specifically for this. And during that time you need to be really
present. This means making eye contact, paying attention and not jumping
2. CREATE A SAFE PLACE FOR GROWTH
Do you encourage your staff to be the best they can
be? Or are you worried they'll get so good that you're not needed any
more? If employees are insecure about your position you might find the
teams in organization back-stabbing, unhealthily, competitive, secretive
and unwelcoming to newcomers. Handle employees insecurity so that the
team members can grow.
3. PROVIDE INFORMATION
Does your team know why it does what it does? Or is
there a "need to know" culture in your department? Secrecy
zaps employee motivation. Trusting your people to understand and respond
to the full picture encourages employee motivation.
4. AVOID OVER INVOLVEMENT
If you are involved in the minutiae of your team's
work you are demonstrating that you don't trust them. Imagine if your
work was checked continually. Would you be able to originate creative
ideas, learn and improve, get your work done?
5. DO WHAT YOU DO BEST AND VICE VERSA
Part of your role is to help people identify their
strengths and work to them. Notice what your team members do best and
move them in to areas that make the most of their natural gifts.
The important thing that could be extracted from the
above discussion is that motivation could be used as a tool in companies
to improve the performance of employees and organizational productivity.
Motivation is force that acts both ways and could have positive effects
if used in a proper way and could result in a negative way if it is not
used and if the right levers of motivation are not moved.
Maintaining employee motivation is just not that
recognize that you can't "buy" it, and what are the different
motivational factors working in your organizational employees.
2) You think
about your employee's needs at least as much as your own.
Good companies give the reward after every year. This
reward is mostly in the form of cash, bonus, and medical benefit and
raise in salary.