Motivate them to Excel!
Employers have tried countless ways to improve employee performance and drive motivation and moral. Company environments differ significantly. Some organizations are driving employees through fierce competition while others strive to ensure a congenial, team-based atmosphere. Motivating your employees is a delicate and purposeful challenge that requires more than an annual review or a note of appreciation. Just like getting in shape or learning a new language, bolstering motivation and performance levels of your employees won’t happen overnight. Here are 5 ways you can improve performance and motivation in your workplace.
1. Set Clear Expectations
Employees without goals will be naturally aimless. Provide them with clear achievable goals and make sure there are measurable standards in place to evaluate their performance. Employees must know what action they are expected to take and that it will yield the desired performance. Employees should understand what they are expected to do, how they are expected to do it, and how they will be judged for it..
2. Provide Continuous Feedback
Immediate, continuous feedback lets an employee know that their actions affect the company. It’s hard for you and the employee to remember specific incidents when employee performance review time rolls around. Goal-setting theory predicts that employees are motivated by setting goals and by receiving continuous feedback on where they stand with regards these goals. More recent research shows just how motivating it can be when employees know they are making progress.
3. Correct Privately & Praise Publicly
Most people are not motivated by negative feedback, especially if they feel it’s embarrassing. The only acceptable place to discuss an ongoing, performance-related issue or correcting a recent, specific error is in the employee’s office or your own, with the door closed.
Feeling under-appreciated encourages complacency – there’s a reason so many companies celebrate an “Employee of the Month”. People love praise; they thrive on it. Some research even suggested we are willing to sacrifice incentive bonuses for public recognition. Make it a standard practice in your office to recognize positive people and trends within the business.
4. Believe in Your Employees
Whether you tell him so during an employee performance review, or elsewhere, an employee whose boss constantly calls him worthless will feel dejected. He will not, however, feel particularly motivated to improve his performance. The perception of leaders’ trust is a key component of transformational leadership.
Encourage your leadership team to take this same approach when you’re trying to motivate your employees for a major event”. A sentence like, “This is the most talented, hardest working group I’ve ever had, and that’s why I know you can win this sales competition”, would really help.
5. Make Rewards Achievable
Everyone is familiar with the annual bonus trip awarded to the top-performing employee. The problem is such rewards usually go to one or two employees. This leaves the rest of your staff feeling like there’s not much point in working hard as the same few people always reap the rewards. Remember the other end of Vroom’s expectancy equation- concerned individuals must also see the desired performance and linked reward as possible.
As a leader, don’t just read the assessment scores to judge an employee; get to know those whom you are leading and be specific about how you plan to help each of them achieve their goals, desires and aspirations. The objective should be to help one another and to accomplish this each of us must identify those things that motivate both to work together.