Managing employee motivation

One of the main tasks of enterprise managers is to motivate their employees to work more effectively and efficiently. Each of them knows full well how much a motivated individual contributes to the work of the entire team. This is why the best and most suitable methods of managing employee motivation should be constantly sought.

Managing a group of people composed of a number of individuals is not easy. Motivating them is even more difficult. To do that, every leader needs to put in lots of effort and hard work. But the first think they should do is motivate themselves. The manager’s attitude to their work is crucial: they set an example for the entire team. If a manager is not well-motivated, their efforts and attempts to motivate others will come to nothing.

It’s only once team managers are properly encouraged for work, aware what their motivation system looks like and what objectives they can achieve and how they can do it that they may attempt to influence their employees’ will to work. If you understand yourself, there is a high probability that you will also understand the needs of the employees.

Managing motivation is not an easy thing. Firstly, the team should be provided with proper conditions and atmosphere. The relations with employees are crucial in carrying out tasks and so is the way individual employees feel. These two things are closely connected: a healthy, positive atmosphere at work makes the employee feel good. Conversely, a negative workplace will make the employee feel bad. Therefore, the employer needs to ensure an atmosphere that will make the employees feel comfortable at the office. Then, they will not be afraid to voice their opinions and they may become more creative, which in turn may result in them discovering new ways of carrying out their tasks.

Platforms such as Motiveo may turn out to be useful in planning and delegating tasks to employees: the employer gets a tool allowing for creating motivation programmes. Naturally, this is just one of the elements of managing a team. However, it’s very effective, as it produces notable benefits both for the entrepreneur (higher turnover) and the sales specialists (for instance bonuses for particular sales volumes). Clear and precise principles of carrying out the sales plan are an additional motivator that allows the employee to achieve the objective.

Another important issue is to learn about the individual needs of team members. Each of them has their own system of values and will be motivated by different things. For instance, one employee may believe that financial values, such as cash bonuses, a company car, or vouchers, matter most. Another employee may think that prestige, no stress factors at work, or possibilities of promotion and development are the most important. It’s also important to match employee tasks to their interests, so that they enjoy carrying out these tasks. This will result in them performing their duties more diligently and effectively. An employee that has to work on something that gives them no satisfaction will try and finish their task as soon as possible. Chances are quality will suffer. This in turn may have a negative impact not only on the business done by the team, but by the entire enterprise.

One more important issue in managing motivation is moderation. You can’t be fulsome in motivating your employees. Firstly, because after some time they will want more and more, and this will not affect the company too well. The other key aspect is that this may negatively affect their emotional well-being: if an employee is unable to achieve the objective set to them, this may damage their psyche or even result in a breakdown. Therefore, it is important to motivate employees, but within reason.