In this guest blog post, a leader in employee engagement tools discusses some of their learnings when it comes to employee motivation and having an engaged workforce.
If, as a supervisor, you’ve tried a variety of incentives but are still seeing the negative side effects of low motivation, you’re not alone. Sometimes even the best managers have to think outside of the box to find creative and reliable ways to motivate their employees.
Below are three ways to inspire self-motivation in your employees and the tools to aid in the process.
Incentivize and recognize
One of the most important factors in employee motivation is how often their hard work is recognized. 70% of employees say their motivation and morale would improve ‘massively’ with recognition from managers.
If an employee continues to expend discretionary effort to produce exceptional results, and that effort isn’t recognized, don’t expect the same effort in the future.
It’s not just important to recognize great work—how you recognize your team’s contributions has a significant impact as well. Employee recognition isn’t just an annual bonus at the end of the year, it can come in a variety of forms.
Employees will remain at your company if they have a reason to do so. If you want to keep your productive employees motivated, it’s worth implementing an incentive program. This can take the form of a quarterly bonus or even a commission structure that’s better than the competition’s structure. Another avenue to explore is picking up the expenses of additional credentials or licensing. Incentives can take the form of profit-sharing in your company. If people know they’ll be rewarded for a job well done, they’ll be more likely to exceed expectations and to deliver on them consistently.
Software solutions like social selling make it easy for anyone in an organization—managers and employees alike— to identify and applaud high performance in sales and other related roles. With social elements within the software, it’s easy for sales staff to share brand-approved messaging with clients, as well as monitor their personal performance dashboards. This motivates an individual to remain accountable and hit performance benchmarks, ultimately driving value to your company’s bottom line.
Workplace software is not traditionally thought of as a motivational tool for employees. However, today’s software solutions, such as a human capital management system, were created specifically to improve the way your employees work, helping them become more successful.
These solutions can support teams and help to promote a feeling of overall accomplishment. For example, a task management tool can create a sense of achievement when teams or individuals have successfully completed a task or a project. When managers are able to actively track the progress on certain tasks, they are more likely to have confidence in their team.
HCM systems also have real-time visibility in reporting. This feature enables you to instantly track progress and to address needs efficiently. Although it’s nice to get a pat on the back at the end of a task or project, this alone doesn’t always motivate teams in accomplishing their goals.
Finally, when you use a collaborative software solution, you’re combining collaboration and the tools to supercharge the intrinsic motivation of every team member. They can work together on tasks, collaborate on ideas, and share documents. Integrations allow for data connectivity, enabling teams to be more efficient in their processes. For example, emails can alert a team member when a task is due or when someone has added to the conversation or workflow. Therefore, you’re never out of the loop.
These types of solutions help to streamline work, which enables team members to feel more effective and productive. No matter if your employees are on-site or working remotely, tools that enable communication and collaboration can help them stay on track and remain a cohesive unit.
A workforce filled with people eager to learn and develop is a sign a company hired well. Employees who are engaged in their jobs and careers want to know more about their company and industry and want to learn skills that will improve their performance. Employers who want to harness the full value of their employees and foster loyalty and retention within the company will find training is a winning prospect for everyone involved.
Each employee contributes to an organization’s overall function. However, not everyone sees how this occurs. Employees with specific and limited responsibilities can easily begin to feel as though they are just a cog in the wheel and that their work may not be that important. Training can help employees understand how their work fits into their company’s structure, mission, goals, and achievements. As a result, employees can become more excited and, in turn, motivated about their work, as they begin to understand how what they do matters to the overall success of the organization.
Employees are often more aware than their managers when their work, processes, or productivity could be better. In many cases, employees are missing the tools, education, or organization to achieve their potential. To alleviate this, many companies are employing learning management solutions. Training, particularly for departments, workgroups, and teams, can help get things on track to improve work quality and outcomes. As a result, people feel happier in their work and more excited about the prospects of success.
Many workers join their organizations not just to secure a job but to develop a successful career. Opportunities for advancement are essential to employee retention and performance. However, if these prospects exist only in theory, workers can become disenfranchised. Training helps employees realize their goals by giving them the education they need, not only to do their jobs better but to learn about new aspects of business and learn higher-level managerial skills they can use down the line.
Training is an investment employer’s make in their workforce. When companies offer training and education to their employees, they indicate they value their people and the contributions they make. They also send a message that the organization values progress, both in organizational achievements as well in the careers of its people. Naturally, this creates attachment, loyalty, and enthusiasm among staff.
Employee motivation is a common interest for supervisors and managers who are responsible for overseeing the work of other employees. If you pay constant attention to these significant factors in employee motivation, you’ll succeed with motivated, excited, and more productive employees.