Employee Motivation 24th, October, Employee Motivation Employee motivation is a pre disposition for the employees to behave in a particular manner in order to achieve certain set targets and not met demands in a company. It is therefore, an inner force that gives individuals’ direction in order to achieve personal goals as well as organizational directions. Motivated employees are much needed in the proper operation of any business. This is because they are the driving force behind the achievement of the organizations and result in improved productivity. In order to gain the optimum from the motivated employees, the angers need to understand what is good for their employees in the context of the roles played by them.
This article looks at the various factors that should be put into place to motivate employees of a certain company other than money. Employee recognition and attention is one of the most fundamental forms of employee motivation. Recognition and attention seeks to award employees for their achievements towards achieving a certain goal or target set by the company. The way in which to recognize such achievements is through appreciation.
Most managers have failed to give out employee recognition because they do not accomplish certain targets within the set time period (Pepitone & Bruce, 1998). As a manager, I would use employee applause. Employee applause is a form of physical recognition that that gives the employees a round of applause for precise achievements. Employee applause can be done anywhere and at anytime. Mostly, this can be done in company sponsored social gatherings such as a luncheons, or even in the office. Moreover, it can also be done at the end of an employees shift, before or even in the middle of the shift.
Various forms of employee applause can be done such as giving out trophies, and plaques (Mawoli & Babandako, 2011). I would also use one on one coaching to motivate my employees. The aim of one on one coaching is to encourage employee development. However, this would require more time in order for the employee to gain the level of knowledge which they are supposed to. It is also another form of on the job training.
In order to carry out on the job training, I would require the help of more supervisors to instill skills and strengths in my employees in order to repetitively improve the performance the employees and the production of my business (Podmoroff, 2005). As a manager, I would also set proper career paths for my employees and keep them knowing what is ahead for them. The knowledge of their career path will motivate employees to achieve high targets in order to be promoted in accordance to the set career paths.
This would also help them to grow and develop career-wise. I would set set career paths within my organization and the promotions should be done inside the organization. However, I would also rummage around for talents from outside my organization which will boost my employees morale but give priority to my internal employees. The aim of this initiative is to disseminate a positive message to the employees and encourage them to work harder (Lauby, 2005). Moreover, I would provide them with a good working environment. This can be achieved through providing the necessary tools and equipments for the employees such as a good office set up, industry tools, proper room conditioning. References Lauby, S.
(2005). Motivating Employees. New York: American Society for Training and Development. Mawoli, A. M., & Babandako, A. Y. (2011). An Evaluation Of Staff Motivation, Dissatisfaction And Jobperformance In An Academic Setting. Australian Journal of Business and Management Research, 1-13. Pepitone, J., & Bruce, A. (1998). Motivating Employees. New York: McGraw-Hill Prof Med/Tech. Podmoroff, D. (2005). 365 Ways to Motivate and Reward Your Employees Every Day--with Little Or No Money. Miami: Atlantic Publishing Company.