The Top 9 Things That Ultimately Motivate Employees to Achieve
http://www.forbes.com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/#4c6332004fa7
Personal response to the article
For sure, everyone needs a little bit of motivation in order to achieve something. In business you are working with other individuals, you are working for other individuals, and as an employee, you are significant to the company: there would be no company without employees. While business requires success in order to be long term, success can only be derived with highly motivated for success people.
I completely agree with six out of nine mentioned in the article things in order to motivate the employee for achievements. I have no issues with the following ideas: the leader has to earn trust and once that is done, the employee will keep willing to let you keep motivating them, since they will believe you act in their interest; helping employees increase their own relevancy will motivate them for constant improvement; taking responsible risk is needed in order to encourage them to exceed established expectations; career advancement opportunity provokes to stand out from the crowd; “self-indulgence can bring tremendous short term benefits – with longer term repercussions” (Llopis, 2012); the leader has to allow employees’ sustainable impact to be present, thus, worker would be carrying and responsible for the task he/she performs.
However, I find the need of employees’ general happiness to be present, the minimization of experienced regrets, and the possession of knowledge about stable future uncertain. I believe that both positive and negative reinforcements have to be professionally manipulated. A person must be unhappy (or at least not completely happy) in order to do something; moreover, he\she sometimes needs to be sorry for the past mistakes in order to learn on them and be motivated to fix the situation; and the perception of stable future decreases persons’’ adaptive abilities and eliminates its need for future development.
Conclusion
In his article author’s main point is a simple phrase that the leader has to “get to know those whom you are leading and be specific about how you help each of them achieve their goals, desires and aspirations” (Llopis, 2012). It is as simple as it is logical: when gardener wants to receive his harvest, he has to first invest into the garden and take care after the plants for a while; thus a leader is the one responsible for establishing purposeful and meaningful relations that truly matter with employees.
Additional important factors to consider
In order to motivate employee, you have to have one. I believe that there are two most damaging employees’ number periods: the first one takes place during the orientation process, while the second one comes over time after a lot has been invested into the individual. In my opinion, for leader motivating workers should be as important as providing them with practical, smooth and productive orientation period, so they re felt welcome, educated and needed. Another significant issue is employee retention: the leader has to be attentive to employees’ needs, motivate them correctly and in timely manner, not to lose his investments into individual. A good leader has to be able to balance his attention to the workers, take care about their needs, listen to their desires, providing for their development.
References
Llopis, G. (Jun 4, 2012). The Top 9 Things That Ultimately Motivate Employees to Achieve. Forbes.
Retrieved from http://www.forbes.com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/#4c6332004fa7
