What steps should be taken to increase the level of motivation in your company? Here are some essential strategies.
Be open
As a manager, you need to create an open work environment where you can involve employees in the planning and decision-making process. Employees should feel like full-fledged participants in discussing decisions, plans, and other important moments in the company’s activities.
Instead of hiding behind closed doors and enjoying their power, leaders should be among employees, communicate with them, and encourage them on the value of their work and their thoughts, opinions, and suggestions.
Develop a culture of collaboration
Try to have your subordinates use “collaboration” and “teamwork” when discussing corporate culture.
With the help of business games, you can increase their desire to contribute to overall success. The organization of such events and the allocation of funds should be a priority for management.
Such events give the participants a chance to establish or strengthen their relationships and highlight the positive results of cooperation.
Set goals
Setting goals for employees helps not only to monitor their level of motivation constantly but also to increase it. Studies show that goal-setting alone improves employee performance by 12-15%, even without financial investment.
Setting objectives for employees allows you to keep track of their motivation and will enable you to boost it.
Because it takes a long time—not a week, but at least a year and a half—to achieve most of the goals set for individual employees or the entire workforce, frequent discussions become a necessity, especially for those who are stimulated by frequent rewards.
But this in no way means that the manager should hand out goals and assessments to the right and left without considering the employee’s opinion.
Communicate more often
Employee motivation is not something that can be adjusted once and rest on it. It’s not enough to hang a slogan on the office wall about what an incredible culture you have. If you want to have a highly motivated staff, motivate them to interact with employees face-to-face more often.
During these face-to-face meetings, ask each of your subordinates a simple and honest question:
Do you feel passionate about work?
Based on your responses, look for patterns that indicate, for example, departments that are overburdened or areas that need more resources.
While leaders should strive to get their questions answered, Sanchez advises taking the lead in such conversations with employees. They should be able to communicate with their superiors frequently about their concerns, difficulties, and objectives. Regularity is crucial in this situation. The manager can analyze changes in employee motivation over time and work through past problems by meeting with them weekly.
Collect reviews
Personal conversations will give you a lot of food for thought. But company leaders should go a little further and find a way to collect additional employee feedback – anonymously or not.
Many conduct company surveys to monitor employee sentiment. But before you start bombarding your team with long and tedious surveys, try Brooks’ tips for conducting effective surveys.
Ask more. “Reviews should be only the first freshness! Brooks says. “Don’t wait a whole year to discover what your employees thought and felt last summer.”
Be brief. If you ask many questions, you will have to put in much more effort to analyze the data. In addition, this will affect the number of people who want to take part in the survey.
Do something with the information you receive. It may seem obvious, but in Brooks’ experience, most companies fail at this stage. “Since you asked, go ahead!” he says.
Even if you collect feedback through a form on a website or anonymously, employees may fear losing their jobs if they are entirely honest.
But Kim Scott offers a tactic to get around this problem and allow employees to speak their minds more freely.
Do not ask for feedback on this or that person. Instead, ask for feedback on the problem. Talking about a specific project or its outcomes or a form of communication will help the other person feel more confident, and both of you will be able to look more objectively at the root of the problem.
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