For any company to succeed, it has to make sure that all its employees are motivated and happy. Because every employee is different and therefore requires different methods of motivation to be effective, the management has to figure out ways of motivating its human resource. It is the responsibility of the leaders of the organization to motivate its workers to reach their maximum potential. It, however, has been a challenge for the managers and executives to motivate employees. This is because it is hard to understand the aspects that constitute motivation. We did an interview with three managers of three different organizations and asked them about the current practices they use to motivate their employees at work (Lauby, 67). This essay reports on the findings from the interview and shows what motivates employees.
In the interview, we talked to three managers; Ms. Katherine John, human resource manager- Bishop Peter Hospital, Jacob McKenzie, a manager at Harmony Soda Distributers, and Mark Sons the Human Resource Manager and Principal Goodview School. The three were generous enough to provide us with information useful in developing this essay.
No matter whether one runs a division, a department, or a company, it is apparent that where there is no motivation of the workers, there is going to be poor performance. When the people that report to a manager and those whose performance he manages, have low motivation and are dispirited, their performance will be reduced, and it will be the fault of the manager (Robert et al. 76).
Empowering employees make business better. This is because people enjoy working in places where their issues are heard, have relevant tool to deliver mandate, work is enjoyable, rewarding, and meaningful. Managers should, therefore, endeavor to provide such environments. When the workforce is empowered and motivated, productivity is increased, costs reduced, and communication improved. Additionally, according to Mark Sons, motivated employees motivated are more loyal to their work and the company in their engagement of their job.
Additionally, in the labor market, there is stiff competition for exceptional personnel. It is, therefore, important for the company to nurture the relationship with all human resource capital. It should be the priority is all managers to know their employees and also to avail what they need so as to be kept fully engaged. For example, Katherine Johns says that she has discovered that knowing every employee at a personal level in the hospital and at least three of their strongest skills motivates them because they feel valued. Getting to know what excites them and their career aspiration helps too because it enables one to find out what they value (Lauby 45). She added motivating employees increases their productive capacity, and the multiplier effect is that the business goals are achieved and strategic objectives aligned with employees’ aspirations and interests.
Firstly, so as to make sure that employees are motivated in the workplace, the manager should ensure that he hires the right people. Many workers are self-motivated and are enthusiastic and productive if they do what they love. New employees are usually eager and keen to perform well. Nevertheless, this initial mind frame does not last long in most cases, so it is crucial that the managers have critical practices set aside so as to make sure that the enthusiasm of the employees never fades away. Ultimately, maintaining the engagement of the employees leads to motivated and passionate staff.
Jacob McKenzie notes that it is imperative to ensure that all employees know what the organization expects of them, and the company’s vision. They should also be aware of how their position helps with the realization of the overall company’s objectives and strategic plan. They should also know how the company will reward and measure success. This is accomplished by making sure that all employees are well trained and have access to ongoing development and training. Making their work attractive helps too (Robert et al. 94). This is done by making the work have varieties, increasing their position scope, cross training them, involving them in special company projects, and increasing their responsibility. Besides, managers should come up with achievable and relevant goals for all employees and give regular feedback on achievements and performance.
Acknowledging and learning the personal career goals of the employees helps to motivate them. Employees who are on the track for a promising career path and who this are usually more motivated to have high-level performance. Mark Sons suggests that employees need to be kept aware of the opportunities available for growth beyond their current position at work. Future promotions and upward mobility are motivating to some employees than money is. Because of the global economy’s current state, a secure career is more valued than a good salary. Most employees with the biggest upward mobility can be motivated by opportunities for leadership too. Organizations and managers should not promote the wrong, undeserving people, and at the same time making sure that employees understand and know that opportunities for promotion are there. When there are no upward movements, many workers usually lose their sense of motivation and purpose. According to Jacob McKenzie, the management can also retain employees of high-quality by employing sound practices of management (Lauby, 69). After investing considerable money and time while training and recruiting employees, managers should now come with strategies of ensuring that those valuable workers remain loyal and are productive in the organization. Retaining employees is important because it helps in maintaining relationships with clients and keeping costs for training and recruiting in line. When an experienced employee is lost, the organization incurs significant financial losses. Sound practices of management and strong leadership are the keys to employee retention and satisfaction. If managers master these skills and arts, they get loyal and happy clients and employees.
Mark Sons says that affirming job security in all job aspects of the employees is also a method of motivating them. He says that this is possible through effective managerial support. Job security is so essential such that it can be a stronger motivating factor than monetary benefits. Mostly, people are more afraid of a post termination threat than a missed promotion or a pay cut. Job security also helps in forming the employees’ work ethics. Employees are more likely to be more severe in their job if they fear getting laid off or fire. Managers can encourage job security by providing adequate support in all their employees’ job aspects. They can do this by taking opportunities and the time to acknowledge the employee's performance and work, and encourage them (Robert et al. 80).
According to Jacob McKenzie, a culture, and atmosphere where people enjoy working in should be created. When individuals have perceptions of the situation of their workplace that are favorable, and that are also beneficial to the support they get from supervisors and managers and their organization, they get encouraged to work with diligence and to identify with the organization’s mission. An employee is likely to be better retained when he is awarded high engagement level. It is harder for them to quit their job when they are engaged with the whole company and are invested in its success. When an organization extends beyond a task for an employee, he is likely to be more proud of it and has a better personal connection with it. A team culture and a positive atmosphere that makes employees want to work should encourage an individual to want to stay and not look for another job somewhere else. When the corporate culture of the organization is favorable, employees can combine their attitudes and strengths together with the company’s values for the embitterment of the organization. Therefore, a manager should have excellent leadership skills so as to achieve this.
Empowerment and consistency creates synergies for managers to respect the employees and therefore motivate them from a personal point of view. Respect is usually reciprocal. Therefore, a company that is respectful to its workers often receives the same respect from them by working diligently and carefully. A respectful organization supports and values its employees (Lauby, 90). The managers’ role, in this case, is to mentor staff, give them information, be their professional role models, and involve them in decision making. While not all employees will be motivated by the same factors, incentive programs can assist in developing universal result controls for motivating workers and building teams in the workplace. According to Katherine John, an organization may attain full potential in motivating employees, by setting up employee incentive programs in order to incentivize exemplary employees who meet individual and corporate goals. the incentive programs may encompass bonus pools, recognition and reinforce schemes to make employees feel that they are part of the organization.
For employees who are successful, the managers should adjust the requirements of the workplace so as to make it more challenging and exciting. The kind of assignments an employee does daily at work is one of the most important motivating factors. When the jobs are fulfilling and challenging, he/she gets encouraged to complete them. They then get a psychological lift from performing these vital tasks that are at times even more important than financial gain. Work can be made more interesting by changing the work environment or requirements, just like Katherine said (Robert et al. 40). Refining the position can be done by relying on the skill set and qualifications of the candidate.
The leadership of an organization should also provide opportunities for mentorship. Some employees are not usually as focused on the group like others are. To them, personal growth is more important to them than that of the company, or stock options and money. Giving such employees mentorship opportunities is one of the most beneficial and easiest ways of encouraging personal growth. Mentorship takes effort and time, but it offers professional training on an individual level, and this is advantageous. The investment of teaching and time into an employee that is promising will motivate him, but most importantly it will train him/her to be valuable to the company. Educational scholarships are a way of promoting growth opportunities for individual employees. A business can offer to pay fees as long as the employee agrees to sign a contract extension when he completes education.
A platform for feedback with all staff should be created because it informs challenges and encourages them. In order, to boost their morale, it is important to have frequent communication with them about how their work is faring. When the connection is active, it can reinforce and motivate outstanding performance. When problems arise, it is crucial that the managers have prompt discussions with their employees as this prevents the problems from becoming major later. It does not matter whether the message is positive or not, either way, communication is motivating. Sometimes even, critical comments to an employee can be driving to them. However, mostly, positive encouragement is beneficial for the whole business and the employees. What is most important is that the organization maintains a continuous dialogue about the performance of its employees.
In conclusion, individual leader position and managers who have employees that work for them and report directly to them can engage in current practices that can motivate and encourage their employees at work. Some of these current motivating practices include; adequate remuneration, respecting the employees, training and developing them, making the working environment involving and challenging, and encouraging communication and feedback. Encouraging and motivating employees can make them work more diligently and hard, enabling the organization to be more productive.
Another managerial motivating practice is the recognizing of significant achievements and performances publicly (Andy 41). Recognition is usually more valued that an increase in financial benefits and is, therefore, one of the best ways of motivating employees. Many employees value recognition among their peers, personal satisfaction, and pride more. This type of attention should be sincere. Managers should set high levels of credit standards but ensure to be generous when these levels are reached. Public recognition allows the company and the whole team to see the exceptional efforts of a worker. It also communicates and shows the company’s expectations of its employees for the future.
Works cited
Durant, Robert F., et al. "Motivating employees in a new governance era: The performance paradigm revisited." Public Administration Review 66.4 (2006): 505-514.
Gooday, Andy. “Love Work: Creative Tactics for Motivating Employees, Improving Retention and Attracting the Best New Recruits.” New York: Elsevier, 2015. Web.
Lauby, Sharlyn. “Motivating Employees in the Digital Age.” Association For Talent De, 2014. Print.
