10 TIPS, how to increase motivation employee
Motivation – what is it all about? Motivation is the human striving goals or desirable targets. This is not controlled by logical thinking, but primarily by emotional processes in the consciousness of man.
63 percent are indeed happy, but usually means that they work to rule. Really motivated they are not.
It has been proven that the employee motivation lasting impact on business success, customer satisfaction and sales.
Of course, provides money for employees an incentive. Motivate and inspire for a job, but can not.
Rather, monetary incentives such as comfort and money, which should make the employer more attractive, often perceived as so-called “hygiene factors”.
If they are lacking, however, call forth discontent among employees. Accordingly, they serve as the basis of an employment relationship. soft factors are much more crucial for staff motivation.
Above all, the changing society plays a major role, playing an essential role for the values and individual development.
1. The quest for recognition
Everyone strives for recognition. It is a basic need in social coexistence. It is this that drives your employees, to force the best possible result. If the recognition of that motivation often falls very quickly.
The intangible incentive recognition is much more valuable than money when it comes to motivation. Feel employee appreciation, there is pride in the job performance which motivates him and drives.
About a praise addition, recognition but are mediated in particular in the form of greater responsibility. By transferring these to an employee and the involvement in decision-making processes, he feels valued enormously. Thus he identifies strongly with the company and is motivated “to work”.
2. Concrete Feedback
Just like you would like to know the customer, if he is satisfied with your performance would like to know also your employees, if you are happy with him and his performance – regardless of whether the response is positive or negative.
Every employee needs feedback. If he gets no feedback, occur with no satisfactory results similar errors might on the future. One constructive criticism, even if it should be negative, is always better than the staff – panting for resonance – to hang in the air.
The important feature is that you provide a concrete, especially factually, what or what was good bad. Generalizations like “this project has gone wrong” are indeed better than no feedback, but the colleagues help only very limited further.
3. Regular staff appraisals
Especially if you have a lot to do, often on business and can hardly get out of your office, you often do not get accurate insight into the daily work of your colleagues.
Employee calls for motivation of employees in a company of weft of importance. Your challenge and responsibility is to build trust with your employees. Only then you open you and it often results in constructive suggestions that facilitate the daily work and increase customer satisfaction significantly.
Often it is the little things that disturb your employees, in total, however, which may affect the motivation and thus on business success itself. Ask specifically what your employees bothers and what they would like to change. Record change requests seriously.
Respond to this. Let yourself be inspired. To perceive the colleagues that you care about them and deal with your wishes and the tremendously motivating.
4. “Thanks. Good work. “
Hardly anything motivates so much as a simple praise. Not scrimping you with a friendly “thank you”. Proven to use bosses in Germany too rarely the motivational secret weapon of praise.
Of course, it should not be used in an inflationary. Chuck with praise and thanksgiving all over the place, they act quickly untrustworthy and can no longer be used specifically as a motivational tool like this. On the right dosage is what matters.
Praise can be an individual compliment, a handwritten note, maybe a quick phone call or perhaps a pat. Thus, an employee would likely much more if he comes in the morning to his work and held a formal e-mail a personal ,, handwritten post-it on the monitor finds, on the just says, “Thank you. Good work.”
5. Motivation culture develop
for a motivated and collegial embossed work environment is moreover advisable not reveal errors with a vengeance. Rather, you should actively search for employees or teams who are committed and motivated.
Find out what makes their satisfaction and how their motivation stirred. From this you can draw important conclusions on how to motivate other colleagues.
Perhaps you will succeed even to let the different teams with one another this week. Successive promote and thus develop a motivation culture in their company.
6. Space for personal development
One of the main points of the employee motivation is that the employee feels at his workplace. Not only with his work and colleagues, but also in the spatial environment.
Let him freedom in the design of his workplace. This he feels salvaged much a piece of the workplace, can personally develop and reinforces its natural pursuit of individuality.
Moreover, it is proven that people will generally deliver better performance when selecting from alternatives and even make decisions.
Certainly it is hard to let go. If you want your employees hundred percent identify with their tasks and motivated go to work, you have a little way to free yourself from your control constraints. Enter from responsibility, where you think it is possible.
Promote the increased responsibility of the individual for his actions. This promotes the motivation of each individual. You also have the opportunity to focus on essential tasks. Furthermore, you give your employees the opportunity to develop into experts in a field.
You are even – in the abundance of holistic tasks you are but mainly generalist.
8. Bonus payments should be transparent
Although bonuses and commissions constitute the primary monetary incentives can motivate you. A goal achieved and a bonus payment thus obtained gives the feeling of confirmation.
The staff is first shortly motivated but longs on to this feeling, and is driven by a corresponding in prospect bonus payment. This in turn leads to increased motivation. However, a prerequisite is that bonuses will be developed in a transparent system through their own efforts.
Are targets set too high, can easily occur a too great pressure to perform often causes stress and demotivation. Nevertheless, no bonuses replaces the effect of personal recognition.
9. Transparent statements
Dedicate your employees in the plans of your company. Clarify you the company’s goals and tell you, has the important task of the individual to achieve those objectives.
Ergo you make any colleagues clear what role he plays in the overall construct, thereby logically perceives the responsibility he carries in his position. Thus he identifies himself increasingly with his job and the company.Transparency and honesty are the two keywords here.
Only if you explain transparent where the journey should go and what role the individual plays, your employees will follow you. Regarding the honesty, it is also essential that promises are kept. Otherwise demotivation is the result and you forfeit trust.
Appeal 10 errors, but encourage
course, no one is free from errors. Who makes mistakes, must also get shown this course. Nevertheless, usually it motivates no employee when he is denounced for errors or even threatened him with serious consequences.
Explain better what he did wrong, how can the error in the future prevent and thank you anyway for his effort – assuming you see the good will in his work. This motivates and conveys that you want no harm to him. Finally, he wants to make only happy and makes mistakes not intentionally.
So the staff will approach from now even more motivated to its tasks. Sanctioning it, however, it could be that he frustrated and plagued by self-doubt goes about future tasks. Failure can often be difficult to put away. Here it comes to tact to the supervisor.
Finally, it is essential that employee motivation is not a factor which will be achieved through short-term measures, but is a long-term process. Staff offer a company can only lasting value, if the measures are based on long-term motivation. You must not be regarded as a short-term task, but must be seen as a permanent challenge.
Your colleagues require permanent funding so that they can attract anew again and again.
Work together on it!