6 Useful tips for motivating your employees

The lack of motivation is one of the most common Human Resources issues. Most part of the times, if it’s not because of a communication problem, employees don’t do what you want them to do because they are not motivated enough. Productivity falls, their work is mediocre and you are always pushing them in all possible ways, but they don’t change. Nothing does. Then you have to threaten people about firing them… and we all know how desperate it sounds. How can things be different?

Well, let’s start by considering that just making a living is not exactly the best motivation for waking up every Monday morning before going to work. Better motivations are necessary; the problem is that most part of workers don’t have them at all (although they do have goals and hopes in life), and leaders usually don’t do much for inspiring their employees.

In this post you will find some useful tips for doing something wonderful for your employees, the best resource of your company, and, of course, for the company itself.

Read also: How to Retain Valuable Human Resources

1 . Talk to them about your future expectations

Plan the future of your company and talk to your employees about the expectations you have of their work in the future. It’s good to make them feel included, to make them feel part of something. If you want them to believe in the company for which they work, you must help them know where the company is going and what you expect of them. In times of crisis, encouraging workers with long-term plans is one of the biggest motivations.

Knowing that the company considers them for its future, knowing that they can move on within the organization, becomes an incentive for them to put all their effort and dedication. The sense of security and stability that this produces is one of the most direct ways to recognize their work.

2 . Reward them without causing a competition crisis

Create incentives that do not create competitions between them, but for promoting cooperation. Competence among employees brings so much pressure to the collective mood. Help them to enjoy their work and don’t give them another cause for procrastination. It is important not to promote individualism: reward them all if the goals are reached. Follow these strategies with your employees and you will see how your employees will be involved in your business as if it were their own.

Each company is different, what incentives could be yours, by the way?

3 . Contextualize the duties of its employees

Every human being wants to make a difference in the world and often we find workers who view their work as mechanical functions, just a requirement for getting paid. However, when a leader manages to contextualize the work of every worker and shows them how important it is, how he can make a difference in the world, the worker will start thinking differently about his functions. He won’t see his work as a requirement but as something useful to others.

“People generally work long hours doing the same monotonous task, so they don’t really appreciate what they’re doing,” says Jason Hanold, Founder, Chief Executive Officer, and Managing Partner of Hanold Associates LLC. “How can they give importance to the work performed? Once a leader makes their employee realize the importance of their work, the attitude changes, and so the results.”

people-coffee-tea-meeting_human resources_jason hanold_motivation

Image courtesy of startupstockphotos.com at Pexels.com

4. Know your people

Money is not an end in itself for your employees. Everyone is working there for a reason, and they have needs. Do you know everyone? Do you know what kind of problems they are getting through? Being aware of their resumes and their functions in the company is not knowing your employees. When was the last time you talked to any employee about anything not related to work? Do you know the goals and projects of life of its employees? Pay attention here.

You can also try to ask them about what they think about your company. Maybe they have ideas for improving the performance of the organization, but they never dare to mention them. They can write anonymous notes about what they think, for instance.

5. Invest in your employees

Training should not only be focused on the improvement of the production processes of your company. Provide your employees good tools to become better people every day. For example, if telework is the way your employees perform their tasks, teach them how to be more productive, how to deal with stress, how to avoid procrastination, etc. It helps a lot!

6 . Feedback

Provides constant positive feedback and recognize when work is well done, or when goals have been achieved. Remember that this recognition does not cost anything and it can mean a lot: it makes the employee feel that his efforts are meaningful.