workforce motivators

E.O.W(End of the Week) Notable Tip: Emphasize Intrinsic Rewards

Happy Friday!

I hope you’ve had a great week.

Today I want to leave you with a short tip about enriching the jobs of your employees. What do employees want? You find the answer to this question by asking them! However, most employees seek intrinsic rewards.

“Employees want interesting, challenging work,  and the opportunity to achieve and grow into greater responsibility.”

 

Until next time, remember, “Success is continuous improvement.”

 

 

Lean Wednesday Tip: Target Employee Strengths for optimized performance and employee satisfaction

“Great managers know the importance of recognizing individual employee strengths, praising them when they do a good job, and allowing them to enhance these strengths by giving them projects that require them to use them.”

4 Step Process for Motivating Employees

Motivating employees effectively takes thorough understanding of what truly motivates them and yourself as the leader of the company. Effective leaders communicate performance expectations and goals clearly. It is more than just a reward for getting a big client or exceeding/meeting a goal. It is about clear expectations, communication, regular feedback and performance measures.

The First step in your employee motivation process journey should be to set realistic goals and standards, develop checkpoints to measure progress, create measures of performance to measure progress and encourage innovation.

The Second step, emphasizes the importance of communicating effectively by imploring that goals and objectives are communicated clearly, resistance to change is handled diplomatically, employee concerns are heard and solutions are developed quickly, you as a leader inspire cooperation and commitment, and the brainstorming of new ideas is encouraged.

The Third step, delves into the regularity of employee feedback. It is critical that a feedback system is established along with timely feedback, constructive criticism and the proper managing of conflict.

The Fourth and last step is about the development and reporting of performance metrics. This involves setting priorities, approving solutions, encouraging continuous improvement by providing educational and training opportunities, managing differences, and providing timely recognition and rewards.

In short, stay abreast of the needs, concerns, and accomplishments of your employees on a daily basis. Your employees are not just seat fillers nor numbers; make an effort to get to know them on a personal level. Take the time to verbally appreciate them everyday and showcase your own motivation.