How do you keep your employees motivated? Long hours, high pressure, tight deadlines, and all the other stresses and strains of employment can contribute to the deflation of employee motivation. Your recognition/reward systems are typically the counter to this depreciation.
The problem with motivating a workforce is that individuals are not necessarily motivated by the same criteria. So rather than implement watered-down attempts at catch-all solutions that cater to the lowest common denominator, it is advisable to determine and apply motivators on an individual basis. In larger companies, however, this is often impossible.
#1 Money Matters!
The one motivator that applies to every employee is, of course, money. Remuneration is the primary reason why we work. A fair, living wage is the cornerstone of the motivated employees that underpin a successful business. All other motivators are built on this one. Without it, they are useless.
However, let’s assume you pay your employees well. What else can you do to decrease employee turnover and increase loyalty, morale, and productivity?
#2 Supervisor Appreciation
Though money is well established as the primary motivator, many studies have shown that employees often rank supervisor appreciation higher. For example, the motivational guru, Bob Nelson, mentioned in his Workforce article, “More than anything else, employees want to be valued for a job well done by those they hold in high esteem.
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Tags: employee, employee motivation, motivation
