How to motivate employees? To answer this question, you must first understand why motivation is needed at all. After all, not only because “everyone does it.” So, what are the goals we are pursuing in this area of management?
The motivation of the team plays an important role in the development of the organization, the conquest of new levels. That’s how many ecommerce marketing agencies have made it big time. But, by neglecting various incentive tools, you:
- You will never be able to implement many administrative technologies that greatly simplify the life of a business owner;
- You are unlikely to be able to attract valuable personnel;
- Do not dare to delegate to your team members functions that are more or less significant for the business, because they are interested in a salary, and not in achieving your goals;
- You will always struggle with staff turnover, even offering a decent salary;
- You will correct the mistakes of the employees, solve the issues forwarded to you due to the disinterest of the employees
A person is so arranged that for successful activity he always needs some kind of intelligible, meaningful stimulus. And the employee’s interest is not always limited to money. There are many ways to increase employee productivity by satisfying not only material, but also, one might say, abstract, immeasurable needs: the desire for self-realization, the need for recognition of merit, comfortable interaction with colleagues and management.
How can a manager motivate employees? There is a system of principles, methods, and motivation tools, which is successfully applied both in huge corporations and at mid-level enterprises. It must be admitted that this is a rather difficult, multi-stage work, but the results are definitely worth the effort.
A properly built motivation system is a mutually beneficial process, in which both parties (management and staff) are satisfied: the former – with the achieved performance of the enterprise; the second – the received incentive benefits of a material and non-material nature.
The employee motivation strategy is based on several important principles.
- Setting clear, transparent, understandable goals and objectives for the team: an employee cannot show enthusiasm in the implementation of the process when he does not understand its meaning.
- Compliance of remuneration with completed tasks. First, it is necessary to ensure that absolutely every worker understands what his wages are composed of; he could freely calculate how much and thanks to what actions he earned for today, for a week, etc. Secondly, it is necessary to ensure strict observance of the incentive standards adopted in the company. This is necessary so that employees know for sure that they will always receive a reward for achieving their goals.
A negative example: the team of the unit exceeded the plan, and at the end of the month received a bare salary. The immediate manager explained that in this period, their branch “did not pull out” the set indicators, so the head office cut the bonus fund. That is, in fact, people were punished who fulfilled their direct duties and could not in any way affect the work of other divisions of their branch. Question: will the team strive to fulfill the plan in the next period? Obviously not.
- Publicity and feedback. It is necessary to ensure that the team can express their views, wishes, report on emerging difficulties. This is not about satisfying any whims of the staff, but it is important that employees understand that their interests are taken care of, their opinion is taken into account and taken into account whenever possible. In addition, it often happens that when dealing with global issues, the owner or director does not really notice the “field” conditions and offer incentives that employees are not interested in.
One of the feedback tools is identifying the expectations and needs of the team using the method of anonymous or open questionnaires.
- The correct ratio of motivation measures. How to properly motivate employees:
– rely more on incentives than on negative incentives (the prevalence of punishments will lead to a nervous atmosphere in the team, and then to “turnover”);
– to achieve the optimal combination of moral and material methods of encouragement.
If money isn’t the only way to increase employee engagement, what other incentives can you use? To answer this question, let’s look at the levels of motivation.
If you ask a line worker what is the main motive for him in achieving the assigned job tasks, he will probably answer that this is a salary. But actually, it is not.
The truth is that money is a need, but not a way to motivate. That is, there is no direct relationship between the satisfaction of material needs and the effective work of an employee.
Ask the employee a second question: “Why are you doing a bad job?” He will answer: “As they pay, so we work”. Let’s say you agree with this logic and increase the employee’s salary. What have you done? You have stimulated inefficiency!