3 Effective Techniques for Motivation
In today's complex and challenging business world, motivating employees in the workplace has been an ongoing challenge and study. Motivation is directly associated with an organizations success. The Chief Executive Max Messmer of Robert Half International Inc., states, "Businesses that excel invest in their people, create a dynamic corporate culture and foster an atmosphere of teamwork and collaboration." (Broker Magazine, 8). To motivate is defined as, "To stimulate active interest in some study through appeal to associated interest or by special devices" (Webster's). Motivating employees in the workplace is less challenging than most managers believe. Motivation is a key factor in organizational success, and it can be accomplished by using four simple yet effective steps such as: increasing confidence, providing trust, bringing a sense of satisfaction to each individual employee, and maintaining discipline. However, when going about these steps, managers have to first analyze the problems associated with their employees, and their organization. Also as Elizabeth Kirkland reports, "You have to encourage your employees to do what you actually want them to do" (Mississippi Business Journal). The four most common problems d
· Cognitive: to know, understand and explore. When considering rewards for your employees Advertising Age's Business Marketing magazine states, "Employers have to consider the "WOW" factor or the residual effects of a merchandise reward when designing employee incentive programs. Third, organizations have to find ways to gain employee satisfaction in their jobs. Celebration may not seem like it has an effect on motivation, however Diane Domeyer reports, "The impact of showing appreciation for a job well done is tremendous" (Women in Business, 32). However, it takes a long time to build trust. In addition, managers need to listen to their employees in order to be able to mentor and guide. In order to have discipline you some times need "KITR. Managers should not believe that if the three, "big outcomes-money, advancement, and job security-are fulfilled," then all employees will be satisfied (HR Magazine, 158). Knowing employees personally could bring a sense of respect to each individual employee. There is a difference between celebrations and rewards, "celebrations aren't awards programs-they're more spontaneous or event-driven" (Bernick, 60). "Rewarding employees for work well done increases their satisfaction and productivity" (New Hampshire Business Review, 17). Credit Union Management magazine reports that, "A planned, consistent approach to employee discipline, supported by coaching and compassion, can make bad situations better faster, easier" (33).
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