Employee motivation describes an employeeâs intrinsic enthusiasm about and drive to accomplish work. Every employee is motivated about something in his or her life. Enabling employee motivation in pursuit of work accomplishments is the challenge. Employee motivation is situational. Employee motivation depends upon the needs and wants that are intrinsic to the employee and the employeeâs expectations and needs from work. And, it is the interaction of these employee needs and wants with your company's values, employee practices and policies, your expectations of the employee, the quality of your leadership and supervision, the health of your industry, the competitiveness of the job market, and the economy, that enables employee motivation in your workplace - or not.
These variables make employee motivation challenging. What, in your experience, facilitates and makes possible employee motivation at work - or not?Share Your Opinions
- The word, SUPPORT, can have many meanings, but it always has a positive implication to it - to encourage, to care, to understand. Maybe it just means, common courtesy and dignity. Professionalism? Whatever the case is, I believe it's anything but positive to tell a person "to get over it". That just sounds very negligent, doesn't it? This is what HR is about? This type of negativity and ignorance is exactly what kills motivation and, without a doubt, innovation.
- —Guest Janet
- The Human Resource industry is itself the biggest obstacle to motivation. As soon as you treat people as a 'resource' like coal or photocopy paper, you've instantly lost their loyalty. HR is the one department you can afford to get rid of; Cut out HR, and use the wages saved for bonuses to the lowest level of workers and watch your company soar!
- —Guest James
Was this written about my boss?
- Have to say my boss does everything that has been written in the article. It has ended up that I have had to leave because I couldn't handle it anymore, glad to see I'm not the only one.
- —Guest Ivan
WAKE UP AND take a STAND
- I work in an organization that treats its employees like children or slaves. They make sure that they get all of your blood, sweat, and tears for company growth and good patient reviews at the expense of good nurses risking their health and happiness. UNION is needed for nurses in the state of Georgia. HEEEEELP!!!!
- —Guest C Swain
- Great points. On this stage of organization development, everything is in the hands of managers and the only solution is to educate and train them. But do not send them to all the standard managerial courses that are just a total waste of time and money. There are a few innovative integrative approaches from which I would recommend the Thinking Integral program "Connect and Thrive."
- —Guest Alice Valsin
- The moment the employee is aware that he is trusted, he is deeply motivated
- —Guest Mohun
Interaction with mgmt
- Thank you for this info. I don't feel any connection to the management, and I am so uncomfortable being myself. Can't get another job and still trying to love mine because I'm there.
- —Guest mildred dreadinv work
- It motivates me a lot whenever my boss keeps ego aside and comes down to the staff room to chat with us for awhile.
- —Guest Atumba D
Sr. Employee Relations Advisor
- This is a good article concerning retention. I am forwarding to home e-mail.
- —Guest Paula Hebert
- One week I am told that I am doing poorly at the same job I have had for five years based on a few customer complaints. The following week I will receive a phone call on customer service excellence. The managers don't talk to each other, how am I supposed to know if what I am doing is the correct thing this time around or not?
- —Guest lily funk
- I hold that an ambience that guarantees equity, equal playing field to all, an assurance that merit, and not nepotism, will be the key factor for promotion is essential. That will encourage loyalty, committement and dedication.
- —Guest Dr.Y.P.Hathi
Divide and Rule
- I work in a sales operation where, as of late, a certain female who has been producing rather average performance has suddenly risen to the top of the charts. Her/ our manager has recently taken an intrest in her personal life to the point where her personal problems allow him to come to the rescue. She now has a key to his front door (he kicked out the old girlfriend) and as discreet as they want to play it, the results have suddenly 'tilted' what was once a level playing field. It's obvious that the rest of us on the sales staff will never get top bonus now that this is going on.
- Everything about motivation seems to depend on the manager. When the walk-about manager discovers during his "wardround" that some are doing their private jobs what should he/she do? Pat the employee on the back or invite the employee in for a "chat"? What manner of chat? "Tea or coffee" chat or what? And suppose this employee has friends at HR who always side with him/her on most issues?
- —Guest theodore ikpa
Having Work that Counts
- It is important that my work is valued. The pat on the back is great, but if I personally do not see the value of my work, it is difficult to keep motivated. When we see how each job affects the department and company overall by sharing in the success of the company, then you can be proud of even mundane jobs. Communicating the results of effort achieved individually, and within the team, and relating these to successful outcomes is a motivator for company loyalty.
- —Guest Heather
Divide and Rule Destroys Motivation
- One of the major challenges in organisations is when a manager or chief executive gets threatened by a junior employee's difference of opinion with them, especially in open, official forums. This usually leads to a situation where the manager feels his authority is being undermined and thus, will always find fault with that employee's views or work. It is critical that managers welcome each employee's contributions fairly and objectively for the benefit of both the employee and the employer's growth and development. Giving employees an equal opportunity and accepting that each of them is unique and has a special role to play in the development and success of the organisation can not be over-emphasised. Building trust among your employees as a manager enhances their performance as it brings about focus on the mandate and vision of the organisation.