Our complete guide to the ups, downs, and secrets to proper employee motivation.
Time and time again, bosses in all industries have continued to encounter the same big problem:
Namely, how are they supposed to motivate their employees to work better and more efficiently?
It’s one that can, at times, stump even the most effective managers, as it often forces managers to interact with employees on an individual level.
Which many managers are, surprisingly enough, kinda bad at.
But if you’re one of these upper-level managers struggling to figure out how best to motivate your employees, have no fear.
It can be more difficult than you realize to properly motivate employees. That’s because, for the most part, the lessons we learn for how to do so are incorrect.
By default, we usually try to motivate employees as a team, which can make it difficult to actually accomplish your goals.
You see, trying to alter morale at that level is difficult because you don’t really have any control over your team’s relationships to one another, or on how they work together in general.
What you do have control over, however, are your relationships with individual employees.
It’s much easier to cultivate a supportive environment in general through small acts of making employees feel welcome and valued than it is to try to effect sweeping change on a higher level.
The issue here, of course, is that not everyone has the best people skills — even good managers don’t always know the best ways to relate to their employees in a way that’s genuinely motivating.
Fortunately, we’ve got some tips for you in that department.
Before we get into what you ought to be doing, let’s start with what most managers get wrong about motivating employees.
In general, poorly motivated employees are the fault of a bad manager, and a bad manager is one that doesn’t take the time to figure out what their individual employees are trying to get out of their jobs.
So if you think you’re trying pretty hard as it is to motivate your employees, take a breath and think about how much time you’ve really spent figuring out what makes them tick — you might find that you’ve been approaching the situation from the wrong perspective.
Here are some big things you should avoid doing when trying to motivate your employees:
So now that you know all the things you shouldn’t do, what are the things that you definitely ought to be doing?
Employee satisfaction is tough to build. It takes understanding each of your employees’ wants and needs intimately, which is something that can take awhile to figure out even for the best managers.
But it also takes the existence of a generally supportive employee culture in order to exist — so don’t be surprised if, at first, your efforts to build motivation for your employees don’t take right away.
Here are a few things you should absolutely do while trying to motivate your employees:
That’s all for this one! Just keep in mind:
One of the biggest things to remember is that even if you feel like your company’s culture isn’t already conducive to having good employee motivation, there are things that you can be doing every day to change this.
A good corporate culture isn’t a thing that just springs up overnight — it takes time to build.
But as a manager, you have a more concrete effect on this process that you might realize.
So even if a supportive employee culture feels far off, don’t feel like taking any of the steps outlined in this article is futile — just give it time, and be sure to communicate to your employees somehow that you’re aware of the problem and are taking steps to correct things.
Odds are that they already know what’s going on, and will appreciate your honesty.
Best of luck! Here are some other links to help you on your way:
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