1 of 18

Write now Article Tools

Page 2 of 2

their jobs and as a result want to succeed. Remember to always remain a source of support that people can turn to for advice.

* Provide specific goals and offer feedback using positive reinforcement.
Employees want to hear they are doing a good job. If they are achieving great results - tell them! Even if they are having some difficulties, some constructive criticism through feedback goes a long way.

*Integrate room for growth on the promotion scale.
Even if extra money is not in the budget to give a position or pay promotion, by providing a way for an employee to gain more recognition and responsibility is a great motivator. Most people want to do a good job and like to feel as if they are contributing. These needs provide an avenue for those employees who desire personal growth and continued development.

*Job enrichment.
Design jobs suited to be motivating. Some staff members may be bored out of their minds with the redundancy of the same tasks day in and day out. Provide a little variety by rotating responsibilities or changing the monotony in the office environment by introducing innovative ways to set about tasks.

Intrinsic rewards are achieved through task performance. To many employees this is more important than raises or other tangible rewards. Employees who have intrinsic needs receive a sense of accomplishment and achievement when offered these types of motivators, and the optimal way to nurture this need is to offer intrinsic motivators.

EXTRINSIC MOTIVATION
*Raises and bonuses
Many employees feel they are worthy when they receive pay based on merit and this drives them to perform at higher levels. An annual bonus may go a long way for those employees who feel the end of the year slump and a bonus may act as a "pick me up".

*Profit sharing
There are some employees who prefer to feel a sense of ownership; this also gives them a direct reason to want to see the company succeed because they are financially invested. As a means to invigorate many companies offer profit sharing as a reward for strong motivation in a job well done.

*Offer Flex-time benefits
Alternative work schedules may be just the stimulant your staff needs. Sometimes employees flourish on different kinds of work schedules as opposed to the traditional (and often monotonous) 9 to 5 schedule.

Employees that are motivated by extrinsic rewards prefer to receive these tangible benefits in order to feel valuable, and this may stimulate productivity.

Since employee's perceptions of rewards may vary, it's also essential to understand diversity in order to create a motivated environment. Cultural and individual views on motivators differentiate and finding out exactly what it is that employees feel they are lacking in their jobs is a good step to success.

In today's global atmosphere it has become important for leaders to instinctively understand variation in employees and to realize that there is no one fits all solution to motivate. After needs are identified, you can take steps to make changes.

It's important to be in touch with what your staff needs, for both harmony in the office and productivity. Keep in mind people aren't expendable, but are valuable assets to your company; developing a strong organizational culture is important.

Organizational effectiveness depends on a leader's ability to communicate, motivate and understand the needs of staff. In creating a team environment and by meeting these needs, you'll have a good grasp on meeting business needs and produce sustainable results. All of this will contribute to getting your staff motivated.

Learn more about this author, Leigh Goessl.
Click here to send this author comments or questions.

• << previous page
• 1
• 2

Add your voice

Know something about Tips for motivating employees?
We want to hear your view. Write now!