Motivating your staff
It is often said that employees are the lifeline of a company, and it’s most often than not true, if your employees are happy and thriving then your company will also prosper. When employees feel valued and are an asset to the company they’ll remain loyal, motivated and productive. Most employers make the mistake of thinking that the only way in which they can motivate their staff is through their pay cheque. Although this can be a motivator for some people, for most, a lot of other factors such as job satisfaction are actually more important. Research conducted by Modern survey suggests that 85% of employees who feel recognised in their role are willing to go above and beyond their own responsibilities. So what ways are there to motivate your staff besides increasing their pay packet?
Praise and recognition
Everyone likes a pat on the back every now and then and recognition of an individual, team or departments’ work can be crucial to them feeling valued by the company. Everyone wants to feel as if they’re contributing to the company and they also want this to be recognised by their colleagues and superiors. This could be a simple “well done, keep it up” or it could be through more formal communication channels such as employees of the month. This doesn’t just apply to those directly making sales for the company but also those whose skill and dedication have contributed to the company’s’ success.
Goals and reviews
Make sure every member of your team has their own clear set of goals that you have agreed together and they keep you updated on, whether it’s weekly or monthly. This way, they can show you how and what they’ve done to add value and you can recognise the progress and contribution that they’ve made. By tracking their own personal progress and identifying areas of success and improvement, it will help strengthen their relationship with leaders and the company.
To be able to sustain employee’s motivation, leaders and managers need to have the right skill set and soft skills. This could be training yourself to lead your team better or the managers within your company. Leaders and managers define the experience of work for employees; they create the culture and affect the morale for their subordinates. If the quality of your leadership is poor, for example, leaders that are de-motivated themselves or don’t make an effort to get along with the team will not bring out the best of the team. Take time to invest in yourself or your managers to create a more engaging and effective workforce.
Try to get the feedback of your employees on a routine basis, whether this be monthly or annually. Make sure that the collection of these results is anonymous so that employees can freely express themselves and you’ll also find out what is making them happy and what isn’t. Creating an honest culture within the company is challenging and may have its implications but it can create oneness and loyalty. The information collated will help you to develop a more effective internal communications strategy and build a solid foundation for employees to feel connected to the company.
There are many incentives that can motivate employees, some you may be doing already and some may not. It doesn’t necessarily have to be a large expense; even on a small budget it could make a big difference. For companies with a bigger budget, you could take your team out on team building days so that they can get to know their colleagues and you can build a closer relationship with them. For rewards with little cost, this could be late starts and early finishes, an extra day’s holiday or even buying them a cake on their birthday. They may seem like small steps but will let employees know that they’re valued and not just another person in the company.