Where there’s one unmotivated employee, there are likely more. Indeed, workplace motivation is typically a function of an organization’s overall culture. By focusing on the following motivation builders, business leaders can work toward a culture of motivation and counter some of the major reasons for employee turnover. Below are 5 tips to improve employee culture and environment.
1. Increase Motivation by Making Work Meaningful
Making progress on a meaningful task is one of the most motivating experiences employees can have. It can be tempting to think of meaningful work as tasks with a high profile or those that will generate revenue or new customers. All of that is meaningful, to be sure, but meaningful work can be any job that has a clear purpose and, ideally, measurable benchmarks. Communicating purpose and benchmarks to employees can make them feel engaged and good about what they are doing.
2. Recognize Good Work to Motivate
Employees are motivated when they feel that their work is being recognized. However, just tossing out a “Good job!” now and again won’t cut it. Employees are motivated by recognition that is honest, authentic and individualized.
Recognition not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the company, leading to higher retention. Business leaders should focus on identifying good work, being specific about why that work stands out, and promoting that recognition on internal social, collaboration and other channels.
3. Balance Support and Autonomy
The COVID-19 pandemic has changed the how and where people work. As we continue through (and someday out of) the pandemic, the way in which organizations settle on the “new Normal” will have a significant effect on worker motivation.
In a 2021 Harvard Business Review study, of more than 5,000 knowledge workers around the world, 61% reported that they would like the flexibility to determine where they would work most effectively—in the office or at home. Further, 59% of respondents said this kind of flexibility is more important to them than salary or other benefits. This level of autonomy is important not just when it comes to where an employee works, but also how an employee works.
4. Thoughtfully Implement and Communicate Change
Change is the only constant in today’s business and global environment. Workers left to wonder where they stand in the new order are less likely to be focused on the work at hand. This is especially true when employees are working remotely and can’t “see” management’s gears turning. To the extent possible, business leaders should invite insight from employees and be transparent about changes to the organization. Workers who feel included and heard can be more likely to transition positively through change.
5. Consider the Whole Employee
Our work and home lives have become inextricably tied, especially during the last two (going on three) years. For better and for worse, employees can work anywhere, at any time. It can be easy for employers to take advantage by making workers feel like they are never “off.” This is especially true in companies and industries where constant innovation is competitive table stakes. Business leaders must be thoughtful of the cost of such a pace to employees’ personal lives, and provide time, space and authentic permission for workers to take care of themselves and their families, as well as their jobs. In return, employees will be healthier in mind and body – and may be much more motivated to stick around.
Especially given what employees and their organizations have been through the last couple of years, motivation and loss of motivation are complicated issues to unpack. When employees demonstrate a lack of motivation or even no motivation to do anything, business leaders should take care to identify the causes and implement meaningful strategies for making employees feel engaged and valued. However, business leaders should not check “motivate employees” off a list and move on; rather, they should continue to focus their lens on individual and team workplace motivation. Doing so can pay off in measurable and immeasurable ways.
Source: americanexpress.com
