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Motivate Your Employees Or Team Members In 10 Easy Ways

Motivate Your Employees Or Team Members In 10 Easy Ways

When it comes to motivating employees, many employers think the only way to do it is by offering more money. Fortunately for your bank balance, that is rarely the case. In fact, according to a recent survey by BNET, now a part of CBSMoneywatch, when asked the question: “What motivates you at work?” Most people responded with something other than money.

“The results showed that doing something meaningful is more important than money or recognition to your employees. Twenty nine percent of respondents said that doing something meaningful was the most motivating thing about work. Money motivated 25 percent, and recognition 17 percent.”

So how can you motivate employees to work better? Try these ideas:

1. Career Path Exploration

You chose your employees because they are great at what they do, but maybe they don’t want to do that forever. Helping your employees grow and expand their responsibilities through additional training opportunities can be very motivating. Let your employees explore their options and find their own path. Maybe they really enjoy their job but want to be better at it — or maybe they’d like to try something different. Job shadow opportunities and classes can be very motivational and help your employees think they’re “getting somewhere.”

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2. Honor Their Personal Lives

Maybe you don’t want to know about your employees’ personal lives but honor the fact that they have one. If you know a mother has a child to pick up from school at the same time everyday and it’s not critical that she sit at her desk during that time, respect that and give her the chance to be there for her child too. If you know she’s a good employee and loves her job, she’ll love it even more if you let her come in early or work from home in the evenings so that she can do the things she needs to do for her children in the afternoon. Doing this will make her a loyal employee who values the work she does for you because you value how she divides her time.

3. Do Unto Others

This is the basic Golden Rule: “Do unto others as you would have them do unto you.” How were you treated when you were an employee and not the president of the company or the owner? Was it bad? Do you wish it had been better? Was it good? Treat your employees as you wish to be treated and you will see the respect flow both ways.

4. Say Thank You

Whether you want to throw an employee recognition party or just pull someone into your office to express your gratitude, saying “thank you” is the single most important and motivating thing you can do for any employee. Write a quick note or an email. Let them know you are paying attention and appreciate the work they do. It takes less than 5 minutes and it can truly make someone’s day.

5. Hold Social Gatherings

Beyond the standard holiday party, try and hold social events for your employees. While everyone has a life outside the office, let’s face it, when you spend eight or 10 hours a day with the same people, you get to know them pretty well. It’s only natural that employees would want to hang out with each other after work. Have a volleyball tournament. Host a cookout. Go to the lake and have a campfire. Invite families. Make your work life a part of an overall “family-like” structure at work.

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6. Give Time Off

Nothing is less motivating than hearing “you don’t have days left in your schedule” when you need a day off. No matter what it’s for, allow your employees to make the call when it comes to taking a day off. According to Bloomberg Businessweek:

“Highly educated employees given autonomy over their own schedules end up working harder because they want to prove who can put in the most time at the office, University of Pennsylvania professor Alexandra Michel found (PDF) after spending 12 years studying the work habits of young executives at two large investment banks. Bankers, software engineers, and lawyers—so-called knowledge-based workers—often work more than 100 hours per week to the detriment of their health, even when nothing urgent demands their attention, she says.

“When employees feel they are required to work more, it motivates them to work less. When given more power to set their own pace, young bankers choose to work longer hours, take less vacation time, and sacrifice personal needs, Michel said in a study published in the summer issue of The Sociological Quarterly. Quoting one of her study subjects, Michel wrote: “When someone left before midnight, you’d hear comments like ‘half a day today?’”

7. Face Time

Kevin Plank, the founder of Under Armour, says, “When we had fewer than 25 employees, I brought the entire team together at least once a week. We’d talk about a lot of things, including major decisions that were on the table. I listened to everyone’s opinions, and, without fail, they’d bring up things I hadn’t thought of. More important, my team members knew that they were part of the process and that their voices mattered. Employees are more motivated when they feel needed, appreciated, and valued.”

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Bring employees into the room. Ask their opinions. Implement their ideas. It’s motivating to think you have some say in what goes on in your business.

8. Research and Development

Foster creativity and innovation by asking your employees to spend a percentage of each workweek exploring new things and brainstorming new ideas. Some days this might be just surfing the Internet, exploring a half-baked idea but other days could see an employee building a scale model of a new design for the whozit that might be the “next big thing.” Some days this kind of exploration might not go anywhere but other days it could mean the start of something big.

9. Don’t Micromanage

Chances are, unless they’re new to the job, your employee knows how to do the work your asking them to do. Nothing is less motivating than being supervised every step of the way — especially if it’s a task you’ve done a thousand times before. Let go. Let your employees do their work. If a mistake happens, allow your employee to take responsibility and fix it if they can. Think how much time this will free up for you too!

10. Hire “Engines.”

Kevin Plank likes to hire leaders. He calls them engines and they motivate other employees.

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“At Under Armour, I call them engines, and I place them strategically around the organization. Look for people who aren’t afraid to make the big, tough, decisions — people who want pressure and responsibility. They are innately passionate and inspired, and they make other people want to work hard for them. When you find people with these characteristics, use them wisely. They’ll certainly make your job easier, especially when it comes to keeping the rest of your team motivated.”

It’s important, especially in a large organization, to have those people who can help make things work. Motivate these people by letting them know how valuable they are.

Featured photo credit: NBC via i.huffpost.com

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Michelle Kennedy Hogan

Michelle is an explorer, editor, author of 15 books, and mom of eight.

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

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