Employee Motivation

Employee Motivation: A Definition

Trusty Webster’s defines motivation as “to provide with a motive” and a motive is “ something, as a reason or desire, to spur action.” Obviously, what motivates someone to lose weight or run a marathon is different than what it takes to get that same person to work on time or create a dazzling presentation.

In a work environment, three primary elements affect the motivation of employees. These factors are intrinsic motivation methods. Other means, such as incentives are extrinsic methods, and while helpful, cannot replace the three primary elements that encourage employee motivation.

These three elements are:

Attitude

Each individual has a different idea of accomplishment and growth, and a good employer will help motivate an employee by identifying and working to achieve those goals. Set employees up to succeed.

Expectancy

The more precise an employer can be about job or project requirements and details for successful accomplishment of objectives, the more likely the employee will meet and exceed expectations for the job. Note: “Being precise” does not, under any circumstances, mean “micro-management.”

Harmony

A pleasant work environment benefits everyone. Employees thrive in an atmosphere that encourages positivity and teamwork rather than gossip and divisiveness.

Developing a Relationship is Key

Unfortunately, most psychologists do not operate businesses. So while someone may be exceptional at developing a particular product or running a sales team or maintaining the process flow, possession of these qualities does not ensure a solid understanding of human nature. However it is possible to cultivate that ability.

Understanding each employee is the basis for developing a good relationship with him or her. Many employers mistake relationship building with personally “liking” the employee. While a nice bonus for all involved, this should not be the basis of the employer-employee affiliation.

In order to build a cooperative relationship, it’s better to evaluate each employee on individual merits and contributions. Additionally, the employer is responsible for crafting means to ensure the employee becomes a true asset to the company by understanding what he or she is capable of, what the employee requires to be more productive and how to achieve growth and happiness in the position.

The Basics of Employee Motivation

Each organization will have to respect the perimeters of its culture, but the basics of employee motivation can be a foundation from which to build genuine relationships that result in strong productivity from everyone.

• Clear communication of expectations. This expands on one of the three primary elements. Qualitative information and communication benefits everyone. Whether it's specific details and desired outcomes to meet a certain project goal or the direction of the company in the next year, don’t withhold information: provide the tools necessary to get the job done right and in a timely manner.

• Recognition of effort. One can always find something positive about an employee’s performance or abilities. Reinforce the behaviors you want to see to use as a building block to improve other areas.

• Participation. Employees need to be a part of setting company or project objectives and their own personal goals. Asking for input and, more importantly, demonstrating it has value adds to an employee’s motivation to do more and do it better.

• Anticipated rewards. Everyone wants to be rewarded for doing a good job. By understanding the employee, you’ll know what rewards he or she will best respond to.

Don’t Be Afraid to be Human

Employees are not robots. Again, you are not required as an employer or manager to like all employees and have them over to your house for burgers and beers. But as the “commanding officer” it is your responsibility to direct the team efficiently and with respect. Remembering to be human is one of the best ways to keep your workforce strong.

Kindness towards others. Sorry to whip out a cliché, but it’s true: you get more flies with honey than vinegar. While this may prompt the reply "I don’t want any flies," no one wants drama. Be courteous in the workplace; don’t gossip about co-workers or other managers; take a moment to ask about someone’s day. These little things do make a difference.

Show interest. Your employees may have families, hobbies and activities that mean a lot to them outside of work. All it takes is five minutes to ask an employee about a recent vacation or a child’s baseball game to demonstrate respect for this "other world."

Sincerity. None of the above can happen successfully without sincerity. Really take time to understand why all of these motivation methods are important. You’ll receive the benefit of being the employer everyone respects and admires.

In Conclusion

It sounds like the burden of employee motivation falls completely on the manager or business owner, doesn’t it? Not really: the employee is just as responsible, but that’s a different article.

An employer demonstrates true leadership ability by tapping into the deep well of employee motivation. Workers respond favorably to these intrinsic motivation methods, thus generating success for themselves and for the company.

Additional Resources

• The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want by David Sirota, Louis A. Mischkind and Michael Irwin Meltzer

• The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late by Leigh Branham.