Employee Motivation: Key To Company Success
Employee motivation is one of the most important factors in a company’s success and every employee has a role to play. This guide will walk you through the three key components of motivating employees and ways to keep them engaged.
There are many different theories about what makes for successful organizations, but one thing that is certain is that happy employees make for successful companies. However, separating good from bad relationships between employers and employees can be difficult at times because the line between caring and micromanaging can often be blurred. The following article identifies three key components of motivating employees: job satisfaction, meaning in work, and authentic leadership (or “servant leadership”). While no employee is likely to be completely satisfied with their work at every moment, what an employer can do is make sure there are enough rewards that employees find fulfilling and meaningful.
Employees who feel as if they are being listened to and valued by their employers will probably be motivated to provide their best efforts. This does not just apply to formal communication channels like e-mail or voice calls; honest feedback about how a situation was handled and how one could have been more effective provides an opportunity for learning. Understanding that there is room for improvement in one’s skills means the opportunity for growth will be welcome, rather than interpreted as an attack on oneself. In order to be successful, leaders must be able to provide a safe environment where employees can learn and grow. When employees sense that they are being held accountable for their actions, they tend to perform more effectively.
While reward is one of the most important components of employee motivation, it is far from the only one. People want recognition and praise in order to feel worthwhile. However, as Maslow’s hierarchy of needs suggests, this alone may not be enough for some people. While recognition from their bosses and co-workers can be motivating, people also benefit from purpose. Using this area of motivation for employees to find meaning in their work has a dual effect on employee behavior. Employees who are able to see a long-term value in their work will probably be more motivated than those who do not think that their contributions have any importance or value beyond what they receive as compensation.
The true test of a leader’s authenticity is not whether or not he or she scores highly on Maslow's hierarchy of needs, but rather how they treat employees on the lowest rungs of the system. Authentic leaders recognize how important it is to keep marginalized groups in mind when creating policies and procedures and hiring new employees. If employees do not feel that their concerns are being heard, they are less likely to be motivated and productive.
People who feel as if they are making a positive difference in the workplace are more likely to approach their work more cheerfully and enthusiastically. This applies both to people who have titles and those who do not. Being able to see how one’s work has an impact on the success of the company can be a huge source of motivation for some people. It is important for leaders to recognize that it is necessary for employees to understand the importance of their roles in order for them to be successful at them; without this understanding, it is unlikely that employees will find their jobs motivating or fulfilling.
The idea that in order to be a successful leader one must be an authentic person is controversial, but many people still feel there is some truth to this approach. The most important aspect of authenticity for leaders is how they treat their direct reports and the people who work for them. It is absolutely crucial to be able to recognize when someone is exhibiting either incompetence or outright insubordination (or both) in order to deal with it efficiently. employees who do not know where they stand within the hierarchy can become disengaged and leave once they see that their value as employees or productive members of the team has diminished.
Employee motivation is one of the most important factors in a company’s success and every employee has a role to play. This guide will walk you through the three key components of motivating employees and ways to keep them engaged.
There are many different theories about what makes for successful organizations, but one thing that is certain is that happy employees make for successful companies. However, separating good from bad relationships between employers and employees can be difficult at times because the line between caring and micromanaging can often be blurred. The following article identifies three key components of motivating employees: job satisfaction, meaning in work, and authentic leadership (or “servant leadership”). While no employee is likely to be completely satisfied with their work at every moment, what an employer can do is make sure there are enough rewards that employees find fulfilling and meaningful.
Employees who feel as if they are being listened to and valued by their employers will probably be motivated to provide their best efforts. This does not just apply to formal communication channels like e-mail or voice calls; honest feedback about how a situation was handled and how one could have been more effective provides an opportunity for learning. Understanding that there is room for improvement in one’s skills means the opportunity for growth will be welcome, rather than interpreted as an attack on oneself. In order to be successful, leaders must be able to provide a safe environment where employees can learn and grow. When employees sense that they are being held accountable for their actions, they tend to perform more effectively.
While reward is one of the most important components of employee motivation, it is far from the only one. People want recognition and praise in order to feel worthwhile. However, as Maslow’s hierarchy of needs suggests, this alone may not be enough for some people. While recognition from their bosses and co-workers can be motivating, people also benefit from purpose. Using this area of motivation for employees to find meaning in their work has a dual effect on employee behavior. Employees who are able to see a long-term value in their work will probably be more motivated than those who do not think that their contributions have any importance or value beyond what they receive as compensation.
The true test of a leader’s authenticity is not whether or not he or she scores highly on Maslow's hierarchy of needs, but rather how they treat employees on the lowest rungs of the system. Authentic leaders recognize how important it is to keep marginalized groups in mind when creating policies and procedures and hiring new employees. If employees do not feel that their concerns are being heard, they are less likely to be motivated and productive.
People who feel as if they are making a positive difference in the workplace are more likely to approach their work more cheerfully and enthusiastically. This applies both to people who have titles and those who do not. Being able to see how one’s work has an impact on the success of the company can be a huge source of motivation for some people. It is important for leaders to recognize that it is necessary for employees to understand the importance of their roles in order for them to be successful at them; without this understanding, it is unlikely that employees will find their jobs motivating or fulfilling.
Conclusion
Employee motivation is one of the most important factors in a company’s success and every employee has a role to play. This guide will walk you through the three key components of motivating employees and ways to keep them engaged.
There are many different theories about what makes for successful organizations, but one thing that is certain is that happy employees make for successful companies. However, separating good from bad relationships between employers and employees can be difficult at times because the line between caring and micromanaging can often be blurred. The following article identifies three key components of motivating employees: job satisfaction, meaning in work, and authentic leadership (or “servant leadership”).