Here are three more tips for employee motivation at work.
People Need Positive and Not So Positive Consequences
Hand-in-hand with regular feedback, employees need rewards and recognition for positive contributions. One of my clients has started a "thank you" process in which supervisors are recognizing employees with personally written thank you cards and a small gift for work that is above and beyond expectations.
Employees need a fair, consistently administered progressive disciplinary system for when they fail to perform effectively. The motivation and morale of your best-contributing employees is at stake. Nothing hurts positive motivation and morale more quickly than unaddressed problems, or problems addressed inconsistently.
What about supervisory discretion, you are probably thinking. I'm all for supervisory discretion, but only when it is consistent. People need to know what they can expect from you. In employee relations, an apt statement is: "Fool me once, shame on you. Fool me twice, shame on me." (attribution unknown) You can make their day.
It Ain't Magic. It's Discipline.
Supervisors frequently ask, "How do I motivate employees?" It's one of the most common questions I am asked. Wrong question. Ask instead, "How do I create a work environment in which individual employees choose to be motivated about work goals and activities?"
That question I can answer. The right answer is that, generally, you know what you should do; you know what motivates you. You just do not consistently, in a disciplined manner, adhere to what you know about employee motivation.
The ten tips, outlined in this article, are the keys to supervisory success in creating positive employee motivation and morale. The challenge is to incorporate them into your skill set and do them consistently - every day. Author, Jim Collins identified disciplined people doing disciplined things every day as one of the hallmarks of companies that went from Good to Great: Why Some Companies Make the Leap... And Others Don't . You can make their day.
Continue Learning and Trying Out New Ideas for Employee Motivation
Use whatever access you have to education and training. You may have an internal trainer or you can seek classes from an outside consultant, a training company, or a college or university. If your company offers an educational assistance plan, use all of it.
If not, start talking with your Human Resources professionals about creating one. The ability to continuously learn is what will keep you moving in your career and through all the changes I expect we'll see in the next decade.
Minimally, you will want to learn the roles and responsibilities of supervisors and managers and how to:
- provide feedback,
- provide praise and recognition,
- provide proper progressive discipline,
- give instructions,
- interview and hire superior employees,
- delegate tasks and projects,
- listen actively and deeply,
- write records, letters, file notations, and performance evaluations,
- make presentations,
- manage time,
- plan and execute projects,
- problem solve and follow up for continuous improvement,
- make decisions,
- manage meetings, and
- build empowered teams and individuals in a teamwork environment.
What does all this have to do with employee motivation, you may ask? Everything. The more comfortable and confident you are about these work competencies, the more time, energy, and ability you have to devote to spending time with staff and creating a motivating work environment. You can make their day.
Want more tips. Here are three more employee motivation tips.