Here are a few tips for motivating and energising your employees.
In an ideal world, your employees would always be self-motivated and do not need your motivation.
In addition to creating a fun workplace, you will attract hard workers who will boost your business and contribute to a positive company culture if you have the right attitude. Here are five recommendations to motivate your employees.
1. Don’t ask your employees to do things that you wouldn’t do yourself.
Getting good employees requires showing them respectable principles are what your company is all about. Unless you live by these values yourself, you cannot tell them what they should expect.
Workers are more likely to do a task in the future if they see their boss do it once, knowing that even if their boss could handle it, they trust their employees to do it. The company’s employees feel more motivated to do good work because of the boost in confidence.
Leading by example will pay off almost immediately.
Time estimate: 3 to 5 weeks
It may take a few weeks for you to see results on an individual level. Motivational leadership, however, isn’t a cure. Motivation cannot take place when deadlines or metrics are unrealistic, resourcing is inadequate, and an otherwise toxic environment exists.
2. Make sure your workplace culture meets the needs of your employees.
As a leader, your first instinct may not be to ask your employees what they think of the workplace culture in your organisation, but less than one-third of employees believe their company has a strong culture. According to respondents, if the culture was better at their current job, they would leave for a lower-paying one.
Heartbeat by Peakon surveyed 2,000 workers and found that 35% said their manager listened to them frequently or very frequently. It leaves two-thirds of employees feeling unheard at work.
Employers must ensure their employees feel safe, welcomed, and cared for. Remind your employees that you value their input, that they have autonomy, and that they’re valuable to the organisation. Tell them you value their hard work and don’t take them for granted.
Recognise that the company will undergo a period of great adjustment and be flexible
Clearly define the expected outcomes and accountabilities with managers and employees
Make a commitment to change (people, money, time, political capital)
Engage external professionals to determine and deliver the necessary action steps for behavior change
Encourage everyone in the organisation to make a difference
Completion estimate: 18-24 months
3. Employees should be given tasks and allowed to complete them with little supervision.
Your employees must be treated as skilled, capable professionals in order to be productive, intelligent, and hardworking. It is far too common for employers to micromanage their employees, looking over their shoulders, and not trusting them to complete tasks within deadlines. Leave your workers to do their jobs and step back. Then delegate tasks to them, and let them handle them on their own.
While you may be the boss, you can’t afford to lose the employees who work hard for your company.
Show your trust in different ways. Identify ways to improve their sense of respect and appreciation. Compromise between both parties and meet in the middle while addressing their wants and needs.
Time estimate: Several weeks to several months
An employer who realises that micromanagement is not beneficial can change very quickly, but it won’t happen immediately. Leadership styles such as this can take time to re-learn for many leaders. Communicating openly and working together to achieve the change should make the transition smooth.
4. Talk to employees in a two-way manner and ask open-ended questions.
When an employee expresses concerns, it’s important to absorb what they are saying and take actionable steps to make the situation better.
When your employees feel that what they say or think is unimportant, they will believe that their work is unimportant as well, and losing loyal employees is one of the easiest things you can do.
The Employee Voice survey points out that employees “aren’t asking for magic tricks – they just want the basics.” When you listen actively, you don’t just nod, you ask open-ended questions, ask for suggestions, engage the conversation, and detail how you will address what your employees say. You show you care about making real changes by engaging in a two-way conversation.
Employee Voice surveys ask: “If you had a magic wand, what would you change about your organisation? Communication ranked second, indicating that there is still room for improvement.
Time estimate: Approximately six months
Because change depends on the leader, it is difficult to set a timeline for results. Taking the time to listen to employee needs could yield immediate results if the employer is sincere about listening to the employee.
5. Your employees deserve to know how important they are to you.
The TINYPulse survey calls recognition the key to employee engagement. What motivates more than positive reinforcement?
When employees go the extra mile at work, only 1 in 3 feel recognised, and only 26% report feeling highly valued. The statistics are alarming, especially when you consider that 33% of people feel undervalued.
Management doesn’t recognise employees for a job well done for a variety of reasons, including:
Praise and acknowledgement are not delivered effectively.
Despite their intentions, they never get around to giving praise and acknowledgement.
Delivering praise is considered weak by them as managers.
Time estimate: Approximately six months
While multiple studies demonstrate what employee engagement should look like, there’s still a large gap between employee expectations and what’s in place.
In order to create meaningful change, leaders need to devote real effort.
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