6 Strategies for Motivating Employees
Meaning of Motivation
Motivation is the driving force that motivates the individual to perform the work in a desired manner. Motivation is a social, psychological and biological state that initiates the person towards a particular action. Job motivation implies how the employee is committed to his job and how he feels with the goals of the company. It is the willingness of the particular person that exerts efforts towards the achievement of the particular goal. The companies provide the level of commitment, creativity and energy for the motivating the employees. Apart from this, motivated workers perform the work better which results in increased productivity and employee morale. The employee motivation not only does not only increase morale and productivity but also reduces the cost and solve many challenging problems (Hokroh, 2014).
According to Stephen P. Robbins “Motivation is the willingness to exert high levels of efforts toward organizational goals, conditioned by the effort ability to satisfy some individual need”.
Motivation can be of two types such as-
- Extrinsic motivation – When the employees feel motivated to earn reward and avoid punishment then it is known as Extrinsic motivation. This type of motivation encourages the employees to do more work in order to get something in return or to avoid something disagreeable. The workers do their work for the accomplishment of their objectives but not do their work as enjoyment.
- Intrinsic motivation – This type of motivation engaging the behaviour of the employees as it is personally rewarding. The behaviour of the employees in Intrinsic motivation is engaged for the purpose of their own sake rather than for any external reward. The participating employees find enjoyment in their work.
There are different strategies taken by the organization in order to motivate the employees. Which are shown as follows-
- Reward system and designing – An effective reward and designing system motivates the employees that build the reputation of the organization among its key employees and stakeholders. The reward system helps to sustain competitive advantage, retain key employees and reduces turnover of the organization. It is often noted in every organization that high level of accomplishment and hard work of the employees will always lead to achieving incentive and reward. In other words, when the productivity of the workers will increase then the reward and designing system will also be increased in an effective manner. However, the main driving force of the reward and designing strategy includes-
- Organizational’s business strategy
- Organizational’s core reward values
- Reward structure
- Internal operating environment
- Performance related pay in the public sector – The public sector workers such as- teachers, nurses and trainers are motivated by the public services which are in the form of performance related pay. These services encourage the employees to focus on the key objectives of the organization for achieving it. The employees are motivated in the public sectors through Bonuses and incentive pay. The incentive and bonuses depend upon the performance of the employees. If the workers perform more work in the organization, then they get more incentive according to their performance. Thus performance related pay depends upon the effort of the work performance of the employees.
- Training and Development – Training and development is a very effective strategy which motivates the employees in their workplace. The performance of the employees can be improved by proper training and development. An employee who receives better training can perform their work in an adequate manner the organization. Further, the confidence of the employees builds with the proper methods of training. These methods enhance the competency skills of the members of the organization and allow them to adopt the changing standards of the organization. By accessing training and development programs, employee satisfaction increases in the organization. Along with this, the training opportunities increase the challenging skills by providing job satisfaction. The training and development programs help to remove the weakness of the employees and providing the appropriate knowledge to the staff about the organization.
- Do Team building exercise every day – To motivate the employees, the team building exercise is the effective strategy. These team building exercise improves morale, strengthen the communication skills and form a positive relationship among the team members. These methods help the employees to understand the strength, weakness and interest of each member in the business. Along with this, team building can motivate employees to do more work and also strengthen the communication skills of the employees.
- Self -motivation – Self-motivation is that driving force which encourages the person to do more work. Job satisfaction provides self- motivation to many people working in the organization.
- Ask the employees what they want – During the end of the month, the management should ask the needs of the employees. The management should ask the problems of the employees and provide the solutions to their employees for mitigating these problems. The organization should take care of their employees and communicating with their employees from time to time for reporting or for any other information. It should organize a weekly one to one meeting with each employee for the purpose of reporting. Along with this, the employees should be communicated and interacted with their senior and executive managers. The supervisors of the company should ask feedback to their employees whether it is positive or negative. In this way, the management of the organization generates the feeling of motivation among their employees (Korlén et al., 2017).
- Hokroh, M. (2014). A Touch on Employees Motivation. International Journal of Human Resource Studies, [online] 4(1), p.9. Available at: https://www.researchgate.net/.../274373361_A_Touch_on_Employees_Motivation [Accessed 15 Jan. 2019].
- Korlén, S., Essén, A., Lindgren, P., Amer-Wahlin, I. and von Thiele Schwarz, U. (2017). Managerial strategies to make incentives meaningful and motivating. Journal of Health Organization and Management, [online] 31(2), pp.126-141. Available at: https://www.emeraldinsight.com/doi/full/10.1108/JHOM-06-2016-0122 [Accessed 15 Jan. 2019].