A stagnated staff drains company performance like few other pitfalls, and it is something business owners and managers have tried to compact for decades. Of course, employee motivation isn’t as difficult as it sounds. Read on to learn how to motivate employees.
What are your employees’ goals?
Remove yourself from your goals as a business owner and manager, and consider the goals of your employees. With respect to the company, are your employees’ goals the same as yours? Probably not – you might be concerned about sales volume, while your employees might be only concerned with getting their paycheck and going home to see their families.
Get to know your employees
Take the time to get to know your employees on a personal level, and you’ll soon understand what their real passions are. You can then brainstorm creative ways to help your employees enjoy their passions through work-related incentives. An avid golfer might be motivated by the prospect of a Friday afternoon at the links, for example.
Recognize hard work
Encouraging and recognizing individual performance is important, but you should also dole out awards, recognition and perks for team efforts. You don’t have to spend a lot of money on rewards programs. Instead of paycheck bonuses, opt for an afternoon at the movies, a company luncheon or even a day off for the entire team.
Make sure you’re involved in whatever team recognition you award. You could take your staff to a local minor league game, out for drinks after work or even prepare lunch yourself, at your home instead of the office.
Fun is one of the most important factors that determine employee motivation. If your employees have fun at work, they’ll work hard for you. Boost morale with talent contests, trivia games and recognition for things other than sales goals. Hang photos of employees caught in candid moments throughout the work environment, and allow your employees to personalize their work spaces in whatever décor they’d like (as long as it is tasteful). Some companies even allow employees to show up in jeans or sweats, provided they have a suit on hand in case they need to quickly change for a spur of the moment meeting.
Reward good workers
Individual and team rewards should not be given hastily. The last thing you want your employees to do is stop appreciating the perks they’ve earned and start expecting them. Some ideas can be instituted on a daily or weekly basis – such as an “idea of the day” award or a weekly luncheon – while others should only be instituted quarterly (unfortunately, you can’t spend every afternoon at the ballpark!). Establish clear ground rules for what is expected in terms of employee and team performance, and what is considered extraordinary. Don’t forget to reward the small things and to develop budget-friendly and personally enjoyable perks for major successes.
You will love your employees if your employees love working for you. True success is measured by performance and productivity, not hours worked. Keep in mind what motivates your employees at home and find a way to bring a taste of that into the workplace. You’ll have motivated employees that don’t just get the job done – they build and grow your company