5 Tips to Bring Out the Best in Employees

5 Tips to Bring Out the Best in Employees

A competitive salary is enough to attract candidates to the door, but maintaining employee motivation and morale is a continuous challenge for employers. Ray Williams of Psychology Today says that a person becomes motivated when they have a sense of purpose to achieve both their own goals and the goals of a company. Essentially, any action that can connect the needs of a worker with the objectives of an organisation can have a substantial positive impact on the motivation of a workforce.

1. Company benefits
In addition to competitive pay, candidates will want to ensure that their efforts are rewarded with basic benefits such as paid holidays, pension schemes and standard holidays. These company perks can help to give a respectable impression of a company that makes an effort to make their employees feel rewarded and satisfied in return for their service. Some companies go the extra mile when it comes to perks; Google, for example, serves gourmet food to their employees for all meals, including dinner for those who choose to work overtime. In addition, employees receive free fitness classes and gym membership (amongst other benefits). Not only do these perks help to keep employees healthy but by looking after them, Google gains their loyalty and motivation in return.

2. Keep a respectful workplace
Rewards are not always necessary to keep a pleasant and motivated workplace; sometimes, it can be enough just to treat your employees like people. Simple things like no yelling or punishments, not laminating signs with obvious work rules and having an approachable boss who makes friendly small talk with employees can all go a long way to create a welcoming work environment, where employees are not treated as expendable tools. In essence, it is about showing a human touch, which is a primary need for employees to feel comfortable and valued for the work they put in.

3. Incentives for advancement
This may be the single-most important motivational incentive for employees because it covers a variety of essential psychological needs; it gives recognition, achievement, personal growth and a sense of responsibility. According to psychologist Frederick Herzberg, these factors all make a job gratifying for an employee, contributing to their overall satisfaction. Naturally, an ambitious employee will do whatever is necessary to climb the ladder of success to further their career and will be more willing to work in a company that helps them to reach their own goals. Companies like Google take an active interest in the personal careers of their employees, and they train their managers to keep track of and help their workers to progress through training courses and promotions.

4. Set an example
Being a good boss means being passionate about your business goals and sharing those goals with your employees. Workers who see an unenthusiastic boss are less likely to care about their work, whereas a natural leader can be a strong role model that reflects positively on their employees. Being a calm, confident and, more importantly, a hard-working boss can easily encourage employees to do the same; showing employees that no one works harder than you can set a perfect example and motivate employees to follow in your footsteps.

5. Group recognition
Making the best of business synergy is accomplished through regular group meetings, excellent communication and resolving team disputes whenever they arise. Making employees aware that they are part of a team and maintaining a team/family environment can strengthen everyone’s will to pull their weight in the same direction as everyone else. Individual recognition is also significant to allow workers to voice their own opinions whenever they have any concerns that can potentially affect the team. Team-building exercises, work sports and social events can further help to build a work-family image that motivates employees collectively.

Edward Mah