The proper employee motivation is one of the key factors contributing to any business’s success. Motivated employees are more responsible for their tasks, and their productivity increases; they are more committed to company policy and are more willing to share business ideas and innovations of the leader. Building the right employee motivation is a complex multi-level task that takes time to be accomplished. It is a complex process of analyzing, forecasting, and using different approaches. We will consider the basic principles of building a highly motivated team. Also, we will analyze the tactics and approaches of leading companies worldwide and discuss what ideas can be successfully applied in any business.
Understanding the Individual Needs and Motivations of Each Employee
Professional success is different for different people. For some, the highest measure of success is a large salary; for others, it is the recognition of professional skills. For some, the ideal workplace is a “family-type” company where the attitude towards employees is very soft and tolerant. Maslow’s pyramid of needs identified the main levels: physiological, safety, social, esteem, and self-actualization needs. These levels can serve as a guide to understanding individual employee motivation
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Methods for Determining Employee Motivation
You can use various methods to find out what motivates each employee.
- Surveys
- Individual conversations
- Observations
One of the largest companies in the world, Google, regularly conducts employee satisfaction surveys. Based on the data received, management makes decisions to improve working conditions.
5 Ideas For Determining Employee Motivation
1. Creating a Motivating Environment
Workplace and space are extremely important. The average employee spends more time at work than home, not counting sleep. The office should be comfortable, with ample amenities and nice little things for employees to enjoy. Studies show that natural light, comfortable workstations, and relaxation areas positively impact productivity and motivation. Company culture plays an equally important role. For example, Zappos is known for its culture of happiness. The company tries to make employees feel like part of a big family.
Nevertheless, the organization of the workspace has been transforming in recent years. In the wake of the coronavirus pandemic, many companies have left it up to employees to work from home. In this case, office arrangements and other standard practices will not help. The workplace is self-created by the employee. Nevertheless, a manager can keep motivation high from a distance. The main principle is a sense of control. A Remote employee should have the feeling that they own their time. From the manager’s perspective, work calls should be scheduled. Employees should have free lunch hours, and remote employees should not be contacted after hours. These bare minimums show respect for the employees and help boost employee motivation
2. Supporting the Internal Motivation of Employees
Employees who see their work as meaningful and sufficiently rewarded are more productive. This is a standard practice that has demonstrated its success over many decades. In addition, an employee should feel free to accomplish the tasks assigned to him. Total control reduces motivation and the desire for creativity and individual approach in work. Now, there are many studies on the topic of successful management. You can order a relevant paper from a writing service and get detailed and up-to-date work methods. Look for an essayusa review of one of the best services that provide such help, and you may find that service that will help you improve your approach to taking and keeping employees motivated.
As far as examples of successful companies are concerned, Atlassian is one of the players on the market that successfully works with intrinsic employee motivation. The company’s management implements practices according to which employees are allowed to spend 20% of their time on projects of their choice. In this way, employees have more freedom to engage in tasks that interest them and thus maintain a positive level of intrinsic motivation. Recognition and praise for achievements also play an important role. Regular and sincere recognition, as practiced at Southwest Airlines, helps employees feel important and valued.
3. Incentives and Rewards
This is dealing with so-called external incentives, which can be tangible or intangible. Material incentives imply a decent salary and corporate bonuses. Intangible incentives include flexible work schedules, extra vacation days, and the ability to take time off work and work remotely. Studies show that work flexibility increases employee satisfaction and reduces stress levels.
As with any successful business, the right balance is important. Combining tangible and intangible incentives in the right proportions for your company will help organize a stable level of productivity and employee loyalty.
4. Assistance in Professional Development
Incentivizing employees to develop at the company’s expense is crucial for establishing loyalty. Paid seminars, assistance in paying for courses, and flexible working hours during the training period help increase employees’ professionalism and retention. LinkedIn widely uses this practice, and the high employee feedback about working for the company is a testament to its success.
5. Personal Example and Leadership
The role of a leader in a company cannot be overemphasized. A charismatic and skillful leader firmly concentrates the team around him and skillfully motivates employees to implement various projects. Richard Branson from Virgin Group and Elon Musk from Tesla are some of the brightest representatives of charismatic leaders. Their companies have achieved such successes largely due to the persistence and charisma of their leaders, who gathered teams of exceptionally motivated professionals around them.
Conclusion
Motivating employees is a complex and multi-step approach. Don’t expect to create a highly motivated team of employees simultaneously. An idea can inspire people; for a startup, high motivation from the beginning is the norm. But to achieve sustainable success in the long term, you need to put in a lot of effort. Analyzing, anticipating, and understanding the needs of each employee are the keys to creating a motivated and strong team.
