5 Ways to Motivate Your Employees to Be More Productive

A recent article published in New York City cited some interesting employee survey results regarding motivation in the work place. According to the SITE Foundation, 85% of the employees surveyed said that motivation had a direct impact on their level of job performance and satisfaction. In fact, up to 78% of those surveyed could cite specific examples of when motivation has had demonstrable benefits. With statistics like that, along with your own empirical evidence, it is a no brainer to give your current method of motivation another look.

1. Employee training

Offering ongoing training to your employees is always important, but within your training schedule, think outside the box a little and allow some time that is devoted just to employee satisfaction. Poll your employees and ask them what specifically would support them in feeling more motivated. It is amazing how empowering it is to be asked your opinion and then see action take form over time. Professional development is crucial. The strongest stand you can take as a leader is to be a champion for personal and professional development and listening to how workers want that developmental training delivered is your best bet.

2. Offer resources for work and personal life balance

We all know that employees have a personal life and a professional life and that juggling the two is a tough challenge. It is uplifting and highly motivating when an employee feels like the organization understands that life can be challenging. Keep your eyes open for motivational resources offering support structures that your employees can adopt in their own lives. This could be in the form of movies, magazine articles, website, or coaching services for individuals, departments or other group coaching opportunities.

3. Practice information sharing

When employees feel that they are in the dark about what direction the company is moving, this can spawn needless anxiety within the workforce. Often, the truth of what the organizational challenges are can be much more reassuring to an employee than any water cooler gossip they might hear or what they conjure up in their own minds. By sharing as much information as is appropriate, you will build a level of trust with your employees that is motivating and builds trust at the same time. We all work harder when we have some skin in the game.

4. Motivate for excellence

When excellence is a behavior modeled by the leadership of an organization, it becomes the standard of performance for employees. By coaching them to strive for excellence in both their professional and personal lives, you will reap more excellence in productivity. Excellence should be the expectation and it should be rewarded. Rewarding excellence makes sense because it sends a powerful message to the work force. There should be no ambiguity in a reward program and it must be absolutely clear what excellence looks like in your organization.

5. Understand the ROI of employee recognition

The Incentive Research Foundation has studied the link between employee recognition and improved job performance as well as increased business value. The study shows that recognition is highly correlated to improved employee engagement with both the employee's work and organization. The return on investment in employee recognition has a very short cycle, which is a huge plus. Employee recognition begins to pay-off immediately and has an exponential growth factor. The more employees you recognize, the more other employees aspire to be recognized as well. The form of employee recognition does not need to be elaborate, but it does need to be consistent and sincere.

When it comes to the bottom line, employee motivation efforts are not only priceless, but greatly rewarding to all.

Image credits: marcolm
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