Motivating Employees free essay sample

Introduction There was a point in time when employees were not valued by their managers or the company. Employees were perceived as just a small factor in the equation to produce goods and services. Elton Mayo led a study from 1924 to 1932 that was referred to as Hawthorne Studies, and the research that was attained changed the way employees were viewed (Lindner, 1998). Since an employee’s attitude has a direct effect on their performance, employees went from being viewed as something of minimal importance to a top priority (Lindner, 1998). Motivation has a major influence on an employee’s attitude; therefore, also influences their performance. â€Å"Success largely depends on empowering employees as they take larger roles in shaping the firm’s culture† (Kauffman, 2010, p. 8). The performance of the employees can determine if the company survives or fails. It is essential to have motivation within the workplace because motivated employees are much more productive and efficient. We will write a custom essay sample on Motivating Employees or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Creating an environment where employees feel motivated will in turn increase the chances of survival for the company. Motivation Often times, motivation is mistaken as a way for managers to manipulate employees into better performance, but motivation is much more than manipulation. Longnecker (2011) states â€Å"Motivation is not simply a means to get people to organizational goals; rather, it is a means to get people to buy in and take ownership of the organization’s needs as well as their own† (p. 7). Employees that buy into the success of the business will feel a sense of ownership and will be inspired to take pride in their work. Strategies for Motivating Employees There are several ways a manager can influence an employee’s level of motivation: employee involvement, providing performance expectations, providing feedback, implementing professional development, employee recognition, and giving incentives. Employee Involvement Employee involvement has a major impact on the level of motivation within the workplace. When employees feel involved, they tend to be more supportive of their superiors’ decisions. For example, a company has a new team leader position opening and they plan on recruiting from within. If the manager asks the employees for their thoughts on what qualities and credentials the person selected for the position should possess and who they would prefer to hold the leadership position, then when the person is selected the staff will be more likely to support the decision (Bolster, 2007). The employees will feel as though they were part of the decision making process When managers involve the workers in moving the organization forward, it stimulates commitment from the employees. Employers who listen to their employees promote feelings of involvement. Employees will realize that their opinion and thoughts matter, which will make them feel valued. Giving employees the opportunity to be involved will send a message that, â€Å"we’re in this together† and this will also encourage employees to take ownership in the company’s needs. This will encourage employees to generate ideas that will benefit the company (Kauffman, 2010). Providing Performance Expectations Delegating specific jobs to specific individuals will help employees have a clear understanding of what is expected of them. Knowing the employees will help in the delegation process, because the tasks can then be assigned based the individual’s strengths and weaknesses. When an employee knows they are being held accountable for a designated assignment, they will feel responsible for the outcome and be motivated to do a good job and successfully accomplish the task. Providing Feedback Sadri and Seto (2011) propose that research shows that giving no feedback is always detrimental. Considering that the performance of the employees play a crucial role in the success of a business, it is imperative to provide them with feedback. Feedback is another form of motivation; feedback decreases a doubtful mindset. When an employee is constantly being given feedback, they know what areas they are doing great in and what areas need improvement. Feedback can be positive or negative. If negative feedback it given, it should be constructive. Coaching is also involved in feedback. Managers should offer suggestions on how the employee could improve their performance. Feedback should be delivered immediately, so the employee can implement it into their daily work. Feedback becomes less meaningful after the fact (Emmerich, 2001). Implementing Professional Development Professional Development plays a large role in the level of motivation amongst employees. When employees feel valued enough for the company to invest in them by providing them with an opportunity to engage in professional development, they are more likely to be dedicated to their job. Gaining knowledge that employees can apply to their job will build their self-confidence. Employees who are confident in what they are doing are more motivated to take on additional responsibilities and duties than an employee who lacks knowledge about their job. Professional Development is a great way to maximize an employee’s potential. When an employee develops new talents and skills and has expands their knowledge, they view themselves as a key element to the company (Longnecker, 2011). Employees who view themselves as an essential part of the company are motivated to do their best because they feel as though the company is depending on them; they know they have the ability to make a difference. It is also necessary to educate the workers on how their performance affects the organization as a whole; this will ensure the employee understands how significant their position is to the success of the company. Employee Recognition Often times, managers focus more on harping on what their employees are doing wrong, and they forget to recognize their employees for their accomplishments. Practicing employee recognition can create an optimistic atmosphere as well as boost the morale within the workplace. Recognizing employees for their performance will make it obvious that their work performance is a direct link to the company’s success, thus the workers will take ownership for the organization’s needs (Longnecker, 2011). Recognizing employees will also give the workers a goal to work towards, such as, striving to become employee of the month. In order to be recognized as employee of the month, the employee must be productive and proficient, go the extra mile, give effort in all they do, and be knowledgeable about their job; this requires a motivated individual. Another type of recognition is allowing coworkers to vote for who will be recognized for being congenial and working well with others. Using employee recognition can motivate people in a variety of ways. While employee of the month motivates employees to be efficient workers, allowing employees to be chosen by their coworkers will motivate them to be friendly and considerate. Unfortunately, many managers associate employee recognition as a cost to the company, which drives managers away from the idea of recognizing employees. Although, there are ways to recognize employees in a costly manner, for instance, having a pizza luncheon, there are also ways to do so at no cost. It’s important to be creative and recognize employees in ways that aren’t an expense to the company. A simple note or even a pat on the back is a way say thank you and show appreciation to a worker. Giving Incentives Different incentives motivate different people. Incentives may include money, promotions, flexible schedules, or education opportunities. Some people value monetary rewards and would be motivated by a bonus, while other people value time with their family and would be motivated by a flexible schedule. There are also individuals who are career oriented, so those people would be motivated by promotions and having the opportunity to advance to higher positions. Education opportunities are also a way to increase an employee’s motivation level. Education is expensive, but very valuable to both the employee and the company. Although incentives cost the company money, it pays off by having motivated employees who work hard and strive to make the company successful (Longenecker, 2011). Establishing Relationships It is essential to build a working relationship with each employee and develop trust. By doing so, each individual’s strengths and weaknesses can be determined. Not every person is motivated by the same thing, so it is important to know each individual. It’s important for a manager to identify what motivates each employee the most. Once the manager learns how each individual is motivated, he can decide which approach to take that would best suit that specific employee. Conclusion Motivated employees that buy into the success of a company are an essential factor to an organization, because it increases productivity and morale and can determine the success of a business. Unmotivated employees are detrimental to a company; therefore, managers must make motivating their workers a priority. Managers are able to significantly impact employees’ levels of motivation in multiple ways and inspire the workers to take ownership of the organization’s needs. Understanding which strategy best motivates each individual is the key to being successful at creating an inner drive within the employees to go above and beyond.