One of the most important roles in management may be the use of employee motivation. Without the motivation of employees a business can potentially fail or not succeed as it needs to. It is important for management staff members to motivate the employees while remembering that each employee is an individual and that all motivational techniques may not work the same on all employees. Having a range of motivational techniques can help to improve the stability of a motivational method or methods. Performing as a great manager means that the manager is in tune with not only the business and consumers, but also the employees on all levels of the business. Knowing one’s employees and their needs and wants as an employee can ease the decision of which motivational methods to use and implement. If I were to choose three motivational methods to implement from a management stand point, I would choose utilization of employee questionnaires, constant share of praise and appreciation, and the implementation of changing employee titles. Letting employees know that they are appreciated and valued can go a long way for many businesses and companies.
One motivational method that should be a part of any business is the utilization of employee questionnaires. A manager or management team can list a few questions that allow for honest and anonymous answers by all employees at each level of the business. The questions can vary based on what the company wants to know but should also contain basic questions that will benefit the company as well. According to Palmer (2007), “Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right” (Employee Motivation, para. 2). The use of the questionnaire will help to advise a management team or company as to which direction the manager should address first when thinking of how to correct or avoid any conflict or issues within a company. The second motivational method that I would utilize as a manager of a business would be to provide praise and show my respect throughout the year. Doing nice things on special occasions is one thing but a sporadic show of appreciation is always welcome and advised by some professionals. Employees want to be reminded that they are respected and appreciated no matter what their position is within a company. Holding a company picnic or outing (if time permits) is a great way to join the company as more of a family then a group of co-workers. Allowing outside activities for the company as a whole can help the entire staff get to know one another, making sure that the managers and higher ranked employees do not stay in a group is important. Mingling with the overall group of staff members will help boost moral more than one could expect. According to Heathfield (2011), “End of the year bonuses, attendance bonuses, quarterly bonuses and gift certificates say "thank you" quite nicely” (Top ten ways to show appreciation to employees, para. 8). If money is not available to give to employees to show appreciation then make sure that on occasions there is a company bought lunch spread or even a dessert day, anything that will say and show the employees that they are valued. Using please and thank you in daily dialect is a great way to spread the appreciation and make the workplace friendlier, this too will help to show appreciation to employees at all levels. A third motivational method that I would adapt as a manager would be to try to avoid the “burn out” stage that so many employees feel may have caused the downhill slope in their career. In order to prevent burn out, I would make sure to pay attention to the attitudes and work performance of each employee when I could. While noticing that an employee may have reached the burn out stage I would think about possibly offering a new or different task that may even come with a new job title. According to Worman (2010), “How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale” (20 ways to motivate your employees without raising their pay, para. 17). A job title change does not always mean that a pay increase comes with. Letting the employee know that they are a valued employee is important. Offering this bump in status, job title, can be useful to improving the employee’s moral. Adjusting the company’s chain or ladder of command can also offer a boost of moral. Making a list that offers the chain of command and posting it somewhere that is handy such as a break room can offer a boost as well to the employees at the top half of the ladder. Advancing people toward the top as employees leave can offer a bit of an extra moral or motivational boost. The ladder does not have to mean that anyone is promoted to management but simply state that if all managers are gone for the day then there is still someone that the employees can report to in case they need to offer suggestions or concerns. Motivation within a corporation is a necessity. Whether employees notice the change or not motivation is still needed. The management team needs to think of new and exciting ways to motivate the teams or individual team members on a regular basis so that the competition is always friendly and alive. If teams are utilized on a regular basis then stage a friendly competition to keep everyone motivated. Offering a prize to the most productive or the ones who have the best attendance record can help to improve the company goals. Showing appreciation and praising employees can raise the moral of all employees as well as help a facility or organization become a happier, friendlier place to visit and work. Praising employees is only the start, making sure that rewards are available to those who deserve is also a great place to start in the direction of employee motivational methods.
Heathfield, S. M., (2011). Top Ten Ways to Show Appreciation to Employees. From food to favors for employee and coworker appreciation. Retrieved from http://humanresources.about.com/cs/rewardrecognition/a/appreciation.htm Palmer, B., (2007). Leadership/Management. Employee Motivation. Retrieved from http://www.businessballs.com/employeemotivation.htm Worman, D., (2010). 20 Ways to Motivate Your Employees without raising their pay. Job Titles. Retrieved from http://www.biztrain.com/motivation/stories/20ways.htm