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People Empowerment Secrets: Focus on The Bigger Picture

Layne McDonald. Ph.D.

Leadership is having people look at you and gain confidence, seeing how you react. If you're in control, they're in control. - Tom Landry

You cannot lead without any people following you. You cannot bring success to your business without motivated employees.

The critical element of many successful companies, businesses, and organizations are their initiative-taking employees. A company with motivated employees flourishes more. They get better leads and generate more sales.

Influential leaders and managers in today's world aim to exercise leadership where their people feel motivated and empowered to make the right decisions, be assertive and cooperative, and engage with trying out new things and sharing valuable information for the company. Employees or future leaders will see the value of motivation and find empowerment where they will find within themselves to be responsible and creative with their tasks. If future leaders have the wisdom to learn from their present leaders and if current leaders know to build an environment that empowers people, both will share in the benefits.

Motivation is the most powerful emotion and PUSH that employees bring to work. Every manager's commitment to motivating employees through shared vision and communication is a fundamental skill that great managers bring to the workplace. Employees with clear strategies and direction can work for you without much question. Companies with motivational problems result in time low-performance issues that may affect the business to lose thousands of dollars each year. A lack of motivation can lead to delays in the employee's completion of work and simple but expensive mistakes. By supporting and encouraging involvement, you are helping employees create a sense of connection that extends across departmental boundaries.

An organization's goals and aims, whether a business or a team, can only be fully achieved with the participation of active, motivated efforts of the people. To do that, your people should be fully motivated and excited to give their absolute best. However, as we all know, people are different. What motivates him might not motivate her at all. Therefore, a manager or leader should be open-minded, always understand as much as possible, and understand each team member or workplace member.

Managers and leaders must strive to get the best out of each person on their team or work group, which requires motivating different members in different methods while also motivating the whole team or group—a motivated, positive work environment factors in how you can motivate them. A trusting and cooperative working environment, together with management and other personnel, is needed to create an environment for encouraging people. The HR manager and other managers have a vital role in developing and keeping a decent work environment.

Motivated top-grade professionals are hard to keep in companies because of today's cut-throat competition across industries and companies and a broad range of choices and offerings from companies and businesses; a high attrition rate is seen where employees will not hesitate to change jobs quickly.

It is no wonder many companies are fighting hard to keep their employees within them while pushing them to supply better performance. Nowadays, even filling their pockets with a healthy salary is not enough to retain them and keep them motivated and happy working at your company. Creating a positive environment is imperative for their well-being and nurtures their talent.

Motivation may be essential to boost employees" performance, but there is more. Motivated employees can aid an organization's growth and implementation for the better.

Keeping employees motivated is vital for any business, whether start-up, minor, big successful businesses, or franchises. Motivating your workforce means you can get highly productive and hardworking staff. This will help your business to achieve its goals and its target. This should be the main aim of your organizational and business plan.

Creating a motivational strategy will help you focus and strategically find effective ways to motivate your people. Still, before you do this, you must understand or KNOW what drives your employees to perform well. What motivates them to their peak performance will better help you develop programs that both inspire and keep the best employees for your business.

Remember, as mentioned before, what motivates you might not motivate other people, but creating a list of effective critical motivating programs can help. Your plan can include everything from salary incentives, rewards, and recognition, to building programs that support work-life balance to simply creating a fun, relaxed office environment. The opportunities are endless, and the tip is large.

One of the most popular methods is incentive programs. Any company can easily use this to promote motivation in the workforce, but do not worry. Not all methods require an overall monetary solution. Small businesses usually suffer from a tight budget, but the results are the same, employees become more motivated when they are recognized and rewarded for decent work.

Programs without high monetary incentives are standard, including not just bonus pools but also recognition like "Employee of the Month" to spotlighting employees on corporate websites or internal intranets. All will make employees feel connected, meaningful, and part of the business's" success.

You can also leave feedback for their annual reviews alone; it all depends on what motivational structure you will use that will be effective. Like any person, your employees would also feel the need to be recognized and appreciated. Even just passing by and taking time out to give a simple "thanks" or "excellent job" is another strong employee motivator.Frequently acknowledge decent work.

They would want to feel appreciated for their excellent work and efforts. Your employees want and sometimes subconsciously seek face-to-face feedback from their managers. This should also include constructive criticism to address issues and help employees perform their jobs more effectively. While conducting formal reviews should be part of your ongoing strategy, periodic inspections and impromptu sessions will give your employees the feedback they need to succeed.

In their bestselling book on employee retention, Love' Me or Lose 'Me, Beverly Kaye and Sharon Jordan-Evans ranked the top reasons employees stay where they are:

1. Career growth, learning, and development

2. Exciting and challenging work

3. Meaningful work, making a difference and a contribution

4. Great people

5. Being part of a team

6. Good boss

7. Recognition for work well done

8. Fun on the job

9. Autonomy, sense of control over my work

10. Flexibility, for example, in work hours and dress code

11. Fair pay and benefits

12. Inspiring leadership

13. Pride in the organization, its mission, and quality of product

14. Magnificent work environment

15. Location

16. Job security

17. Family-friendly employer

18. Innovative technology

Encourage Feedback. Your employees need recognition. Giving them feedback from time to time makes them feel and see that they are being heard within the team. This will help them feel that their opinions matter and that they have a role in defining the success of your business.

Be POSITIVE. By the end of the day, what makes a company motivated and hardworking is the manager. Your job and responsibility are to create a positive environment for your employees. This can be conducted by employing simple techniques, from asking your receptionist to greet everyone with a smile to encouraging employees to express their ideas openly.

The importance of employee motivation cannot be ignored or downplayed. Ultimately when employees are motivated, this increases productivity, lowers turnover, and improves overall performance.

Why is employee motivation important?

The answer to "Why is employee motivation important?" is because, in today's economy, it is more important than ever to have a motivated workforce rather than a larger pool of employees.

The reason is quite simple: it is like having two new employees versus one professional employee. Though, with two heads, they might not be able to be as good and as productive as a professional. Likewise, a motivated employee is a productive employee. Productive employees are more profitable and professional. Unmotivated employees tend to be less effective and creative, making them less of an asset and losing their usefulness to a company. Now more than ever, we need motivated employees! Motivated employees are essential to all businesses.

What is Motivation?

Let us take motivation from a psychologically perceptive and understand it. Cause, in all sense, has different definitions and meaning, which most relates to how businesses, managers, or leaders employ it. Motivation is what energizes, keeps, and controls behavior; it acts as a stimulus for desirable actions. Motivation results in goal-directed behavior that results in a positive way of using energy and skills toward a preferable outcome. The importance of this from a professional standpoint is enormous as much of what employees do is specifically delegated to capture present or future value for their company.

How important motivation is for a workplace is clear and straightforward but cannot be measured. Figuring out how high motivation can result in higher productivity is difficult to pinpoint, as what drives an individual is similarly difficult to measure. However, it is widely accepted and proven that motivated employees generate higher value and more substantial levels of achievement. Therefore, the management of motivation is a critical element of success in any business, allowing the input of human resources to be maximized to fulfilling the expected potential output.

The salary was once believed to keep an employee working for a company, but it does not mean that you can expand and use their abilities to their full potential. Herzberg's theory emphasizes that, while salary is enough to avoid dissatisfaction, it is not necessarily enough to propel employees to increase their levels of achievement. But understanding and knowing both internal and external motivations and knowing the "needs" section is what can be valued. Furthermore, employees that are not motivated beyond the incentive of salary and benefits tend to decline in output over time. This fact strengthens the argument that motivated employees are critical to a successful team or company.

"Actively disengaged employees erode an organization's bottom line while breaking the spirits of colleagues in the process. Gallup estimates this cost to be more than $300 billion within the U.S. workforce in lost productivity alone. In stark contrast, world-class organizations with an engagement ratio near 8:1 have built a sustainable model using our approach. As organizations move toward this benchmark, they reduce the negative impact of actively disengaged employees while unleashing the organization's potential for rapid growth."

You can conclude that an "engaged" and "motivated" employee is a person who is not just simply there to work but also a person who is fully involved in the company. They are excited about their work and will act and supply better performance for their organization's interests. According to Scarlett Surveys,

"Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues, and organizations that profoundly influences their willingness to learn and perform at work." (Scarlett, 2011)

Thus, engagement is a distinctive form of employee satisfaction, motivation, and organizational culture.

You might think that motivating people is easy, as some may make it sound, but it is complex and challenging. It needs clear thinking and difficult work. Therefore, clarity of goals and expectations complemented by tangible and intangible rewards motivates people to achieve organizational goals.

1. Desire to be great

People want to contribute to something lasting and get motivated naturally when they feel they are working on something important, rare, and marvelous.

2. Motivating by caring

Showing genuine concern toward employees goes a long way in inspiring them. Whether it is spending on their ailing parent, sending a child to school, or meeting their healthcare concern, it creates a sense of loyalty in the employees and thus helps keep them.

3. Motivating people at various levels

Different people could be motivated at different motivation levels. This can also be based according to their skills. Some may want stock shares, while others will only ask for bonuses depending on their contribution and position.

4. Motivating by setting challenging goals

Challenging goals stimulate more significant effort and more excellent performance. The following equation could explain this linear relation: Job performance = f (ability + knowledge) (Motivation). The right motivation could also enhance the skills of a person. This could be done by constantly exploiting a company with motivated employees flourishes more additional strengths and ignoring their weaknesses.

5. Motivating problem people

Understanding human nature becomes overly critical in this regard. To motivate a problem employee, one should know what drives him. Then find blocks to his drives and try removing those impediments.

More evidence supports that motivated employee provides:

Finds better ways to do a job.

They are quality oriented.

Of course, they are more productive and efficient.

While most people have a fair idea of what leadership is, there is some disagreement about the meaning of motivation. Much motivation is the method used to get people to work. For others, it is higher salaries, fringe benefits, and improved working conditions. Still, others view it as a management exercise. We will discuss this in the section called: Recognizing Achievement.

As often said, motivating employees gives you a high level of innovation. At the same time, they provide you with a better higher quality of work at an elevated level of efficiency. Though the benefits are broad, they are also quite vague, which goes back to whether the argument that motivated employees to cost less has no downsides. You can say that motivating employees cost NONE if the method you will use requires no capital at all to coach managers to function as effective motivators.

Motivating people to take a risk can be genuinely challenging. This can be done by having a frank discussion on the chances of success, making roles & responsibilities clearer, spreading risk across the team and organization, and supporting the initiatives irrespective of the events of success.

The effectiveness of people at the workplace depends on how their work will fit into the grand vision of the organization and what the future holds for the organization and them.

With the combination of recognition and tangible rewards, the way motivation works are thus progressive and cumulative.

However, if this system is considered a panacea, motivation may suffer badly.

A proper mix of rewards, incentives, and recognition augmented by a series of employee engagement activities must be integrated to keep people and encourage them to remain in the organization.

The most crucial factor in this mix should be “change." Therefore, excitement, fun, and the thrill of new challenges keep the ball of motivation rolling. Even the best performance can be improved!


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