Motivated employees typically produce better results in the workplace. Unfortunately, a recent study shows that only 33% of all workers in the United States are engaged in their occupations. This low figure equates to a high cost of disengagement. It is estimated that between $960 billion and $1.2 trillion are wasted annually due to lost employee productivity.
Managers who are aware of the adverse effects of disengaged employees can take steps to increase productivity. However, this will often require motivating workers to feel empowered and more apt to meet or exceed expectations.
How Managers Can Motivate Employees
One way managers can boost employees’ motivation is through effective communication. Another option is sharing company goals. Other ways that you can keep your employees motivated at work can include:
- Recognizing a job well done.
- Allowing employees to demonstrate a healthy level of autonomy.
- Including your employees in goal-setting sessions.
- Facilitating respectful relationships between employees and managers.
- Rethinking your company’s performance review process.
Recognizing a Job Well Done
When managers send positive messages to employees, it can spark these workers to keep moving towards a goal. In this case, it could be completing a project or continuing with a significant sales opportunity. An act as simple as praising employees can go a long way in increasing morale.
When employees feel valued, they can be more motivated to keep performing at a high level. In addition, they are less likely to quit their job within the following year. Therefore, employee recognition can also help reduce employee turnover at your company.
Allowing Employees to Demonstrate a Healthy Level of Autonomy
Studies have shown that employees who experience a higher level of autonomy in the workplace report more job-related wellbeing. This refers to giving workers more independence in doing their jobs.
There are several ways managers can allow their employees to have more autonomy, such as:
- Flexibility in work location (i.e., letting employees choose whether to work from home or an office location)
- Schedule (i.e., allowing employees to work during the hours that best suit their life rather than having a set schedule)
- Pace of work
- The order in which employees complete various tasks
As a manager, if you are unsure about where to begin, you may opt to start slowly. For example, you could oversee critical project milestones while at the same time giving employees the option of where they wish to execute the required tasks.
Including Your Employees in Goal Setting Sessions
Many employees will become more motivated if they feel like they are part of the goal planning process. This includes the workers having clarity about what the organization needs them to do and why.
When employees understand the company’s goals and objectives, it is easier to recognize how their work can directly impact the progress towards those targets. As a manager, you should not assume that employees understand or align with the company’s needs. Good communication skills can help clear up required employee tasks and incentivize workers to keep moving.
Facilitating Respectful Relationships Between Employees and Managers
Respect can be a powerful motivator in many types of relationships, including those between employees and their managers. For example, studies have shown that employees value “the ability to demonstrate respect” from their leader(s).
Employees who feel respected are 55% more engaged than those who do not. Therefore, regardless of whether your communications with employees are for praise or reprimand, it is still essential to do so with respect.
Rethinking Your Company’s Performance Review Process
Performance reviews are a primary tool companies use to measure their employees’ success. More than 90% of organizations use some formal review process. There are several elements that performance reviews can measure, such as how well the employee is:
- Meeting their expectations
- Progressing towards their goals
- Contributing to the company’s success
While performance reviews are popular measurement tools, many employees feel they do not accurately match their accomplishments or inspire workers to improve their performance. Therefore, managers could consider using other methods to measure how well employees are meeting expectations.
Other options for improving the review process could be to:
- Conduct reviews on a monthly or quarterly basis, rather than doing them annually
- Embrace more customized or individualized scoring to account for each employee’s unique job duties and goals
Increasing Employee Motivation with Clear Communication
For managers, few skills are more important than communication. This is true in your dealings with employees, coworkers, and upper management. With that in mind, managers should take steps to improve how and when they communicate with others.
For instance, if you recognize when an employee meets or exceeds their expectations, make sure you communicate your appreciation and their value to the company. You can also allow employees to become more autonomous in their work by clearly communicating expectations. Employees with more freedom to choose when and where they work tend to be more motivated when completing tasks.
In addition, when you include your employees in the company’s goal-setting process, good communication can help explain complex objectives in a way non-executives can easily understand.
Good communication skills are also required to motivate employees through regular performance reviews. As with most other talents, consistency and practice are the primary keys to becoming an effective communicator and, in turn, a skilled motivator.
Is Your Company Keeping Employees Engaged and Motivated?
If your company or organization’s employees are not as motivated as they should be, it could mean they need some motivation. One viable solution could be to bring in a professional who can offer customized tips based on the particular needs of your business.
