15 Effective Ways To Keep Your Employee Motivated

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You have been managing your business. You use great tools and systems. You have everything in your control. However, if your employees are not motivated to work hard, your business won’t go very far. Your employees may lack motivation or fail to give you their full measure due to a number of reasons— maybe they are fed up with their responsibilities, not appreciated as they deserve to be, or unsatisfied with the benefits and flexibility you have provided them with.

If you want to increase motivation among your workforce, try these simple ideas:

Provide incentives.

Incentives and rewards are always exciting. Reward your employees when important milestones and goals are achieved. This motivates them to perform their tasks more proficiently.

Appreciate their effort regularly.

Your employees are doing their usual task, but at times, they outperform. They should be appreciated for this. Many employees quit their jobs where there is a lack of or no appreciation. This will encourage your employee to a greater extent.

Stay positive.

You are more of a leader for your staff. The way you act will determine the overall office culture. If you stay grumpy all the time, your employee will always work in a stress-full environment and eventually be grumpy too. If you stay positive, the rest of the office will imitate.

Demonstrate trust.

Don’t practice micro-management. Trust your employees. If you keep on revising or redoing their work—even when there is no need for it— your employees will get an impression that you don’t trust them. If your staff members have completed a task, s/he has done it with a different perspective, trust your people enough to let that stand.

Clarify the purpose.

Your people should know what they are doing and why. If they know the purpose of their efforts, may be they will come up with something new and more effective.

Trust their ideas.

Everyone can come up with innovative ideas. Being a manager, you can encourage, trust, and if possible execute the ideas they present to you.

Let them lead.

You need to give them a free hand to lead. Many managers first empower their people to lead and when they do, they start micromanaging. This will demotivate them to do anything beyond their job description for the success of a project or company.

Ask for anonymous feedback

Some employees may hold grudges against you or anyone; maybe there is something they want to recommend about company culture or policies. Ask them to give feedback anonymously so that they can unhesitatingly share their views. You will be amazed by the ideas your employees will provide.

Be transparent and honest.

You trust your employees, great! Make your employees reciprocate. Be honest and give them reasons to trust you. It is too hard to work in anxiety and distrust.

Promote work-life balance.

You may have some workaholics in your team who are eager to work on the weekend. Try to promote anti-workaholic culture. Yes! You heard that right. Anti-workaholism policies may sound counterproductive for your company, but having a culture of presenteeism does not do much for growing your business.

Many small businesses are increasingly acknowledging that limiting the employee output can enhance productivity. Insist your employees to take breaks. Do not let them work from home.

Enlighten them with your vision and mission.

Every company has a unique set of visions and missions. Make sure your employees are aware of it, so that they can knowingly devote their efforts towards achieving your objectives and business goals.

Set multiple goals of all sizes.

Keep your environment goal-oriented. Set goals of all scales and sizes; company level goals, project-related goals, department level goals, and personal goals. Make sure that the goals you have set achievable and practical, otherwise your employees won’t be able to achieve them and eventually will be demotivated.

Focus on individuals along with teams.

Your workforce is comprised of real human rather than faceless teams. Communicate with your employees on a personal level and give them chances to grow within your organization.

Be available.

There shouldn’t be any barriers that will keep your employees from reaching you, whether it’s a grouchy personal assistant or limited office hours.

Keep your promises.

Your people won’t trust if you are not true to your words. Try to keep promises you make to your employees and even customers. If you are not providing promised financial or career rewards, your employee will easily be demotivated.

Author bio:

Shirley Smith is a blogger and a certified human resource manager. She has also earned a life experience degree in people management. Shirley runs her own blog and also works as an HR officer in an IT firm. Other than writing, she likes hiking, skiing, cliff jumping.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.