The success of your organization relies on the productivity of your employees. In order for your employees to be productive, they have to be motivated. As a manager, it’s your role to make sure you have hardworking and happy employees. While there is no one secret formula for motivation, we’ve gathered some of the best tips used by successful entrepreneurs to increase motivation in the workplace.
- Don’t focus on what employees are doing wrong.
When employees seem unmotivated, many managers make the mistake of trying to figure out what the employees are doing wrong. This negative perspective kicks off a demotivating spiral. Instead, remind yourself what each employee’s strength is, and figure out how to use their strengths to the advantage of the organization.
- Try multiple motivation techniques.
If you try a motivational method and it doesn’t work, don’t keep using it. The definition of insanity is doing the same thing over and over and expecting different results. When you keep telling employees the same thing over and over and you’re not seeing any improvement, it’s time to try something else.
- Do your research.
Don’t accept mediocre levels of motivation if you want your employees to achieve their fullest potential. Ask employees and managers for examples of exceptional motivation both personal stories, as well as those of explorers, musicians, inventors, and athletes. Share these stories in your all team meetings and ask what activities have created the most motivation for employees in the past. A little research can help you re-calibrate your motivation scale.
- Measure motivation levels.
You can’t manage motivation if you don’t measure it. Most managers have no clue how motivated their people are because they have no measures put into place. Use a simple instrument such as the Job Motivation Level (JML). This will allow you to take periodic measures of overall employee motivation. Have supervisors track the motivation of their reports on a routine basis.
- Find out what employees want.
Each employee is an individual with different goals and desires that needs different opportunities. You can’t motivate all employees with one generic program. Find out what it most important to each employee and use that to motivate him or her.
- Don’t try to use fear as a motivator.
Many employees complain that managers use threats to motivate them. If your motivation technique feels like a threat to employees, it’s actually damaging to morale and motivation levels. You should motivate with opportunities—not with fear.
The number one reason employees are demotivated is lack of communication. Employees, especially those of the millennial generation, expect transparency from their managers. You have to have an open door policy of communication if you want your employees to respect you and work hard. If an employee feels like you’re withholding information about the company or work environment, they’ll develop a resistance to your management.
When it comes to motivation, the bottom line is that you have to figure out what employees want and how to give it to them or enable them to achieve it. Your job as a leader is to be a constant source of motivation. Employees should come to you to recharge their batteries.
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