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| Motivating Employees To Higher Performance |
Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it. – Lou Holtz
Here are some of the ways to motivate the staff:
- Show appreciation for work done: Mention it in the staff briefing or during meetings. Do it on a regular basis and don’t take the good performance of the workers for granted.
- Quality of work: Offer jobs that are challenging, interesting, and stimulating. The jobs are well-defined and the staff can take responsibility for their performance and they are self-motivated by their results and there is job satisfaction among the staff.
- Go to your workers: Visit your workers at their workstation and talk to them. Show interest in them; listen to their problems and ideas.
- Avoid putting pressure on the staff: Make it easy for them to do their job. Applying pressure is counterproductive.
- You are approachable: As a boss you are open-minded and the staff finds it easy to talk to you. The door to your office is open. You are always accessible.
- Treat the staff equally: Let the staff know that you don’t play favoritism. There is teamwork when you treat the staff all the same.
- Criticize in private: Do it constructively and tactfully.
- Appraise the staff fairly: Appraise the staff in the same category uniformly so that it can be accepted by the staff. An appraisal should be performance-based and not on personality traits.
- Clearly defined rules, regulations, policies, and objectives: It is easier for the staff to carry out their duties and responsibilities when they know precisely what they are supposed to do.
- Pay raises based on performance: Offer merit increment to staff who meet expectations or exceeded expectations.
- Encourage suggestions and broader involvement: Encourage ideas from the staff and implement their practical suggestions so that the staff will feel they belong to the company.
- Compensate the staff adequately: Pay according to the market rate or better. You do not want the staff to think that their contribution to the company is not being valued or they are being taken for granted.
- Random acts of kindness: When you go for your lunch and you happen to meet one of your staff, invite him to join you. When you are driving home you see some staff along the way you offer to take them home.
- Promote staff morale: Nominate staff of the month and staff of the year. Display their profiles in public. Give them a certificate of recognition and a cash award each.
- Highlight employees recommended by customers: When a happy customer sends a thank-you letter by commenting on a particular staff it should be publicized and the staff rewarded.
- Be compassionate: Offer paid paternity leave, bereavement leave, and marriage leave and not to mention generous paid maternity leave, annual leave, and more. It tells the workers that the company has a heart too.
- Social gathering: Organize annual staff party, outings, and excursions so that management and staff can have fun together and promote better connection.
- Employee benefits: Ask the staff what is important to them and offer the benefits accordingly. It is more meaningful to the staff.
- Treat the staff with respect: The staff wants to be treated the way you want to be treated.
- Tie annual bonuses to the company’s financial results: Pay more to the staff when the company makes more and vice versa. Treat the staff like the stakeholders of the company. This will boost productivity among the staff because they know their bonuses are at stake.
- Keep the staff posted: The staff wants to know the happenings within the company. Keeping staff well-informed is like treating them as members of the family.
- Job security: Project an image that the company is solid and it is able to offer long-term employment to the staff. The staff will not worry about their future and they can just continue to do a good job.
- Conducive working conditions: Make the workstation a safe place to work. Allow the staff to take breaks especially tea breaks in the afternoon. Taking short breaks to promote productivity and reduce job turnover.
- A training and development program: The staff will know they are being looked after because the organization provides further education so the staff can develop competency in their job. The staff will also know this is a stepping stone for career advancement in the company.
- A well-defined career path: Show the staff the way to progress and get promoted in the company.
- Feedback: Provide regular feedback to the staff as they are interested to know their performance. Feedback clarifies expectations and goals. Staff can respond to feedback and adjust their performance.
- Praise: Catch the staff doing something right and praise them.
Please add more to this list.
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