Follow these 5 solid tips that will help motivate your staff and improve productivity.
Motivation is high on the list of what technical employees expect from their job. So help them make it happen.
Where should you start when you want to motivate your staff? Money and praise only go so far to get a decent return.
How do you make sure that your team has the incentive to reach for higher levels of excellence? Generally most successful workers rely on some combination of outside and self-motivation.
Money is the most common incentive used by employers. And money is obviously quite powerful. But, it’s only ‘table-stakes.’ Yet, it will produce declining returns when it’s the only form of incentive employers offer workers.
Subtle motivators are also important because they have the ability to create a certain energy within your staff and helps them power through difficult assignments.
How to Motivate Your Staff on a Budget
Actually, how to motivate your staff differs from person to person. In view of this, plan to encourage each worker to determine what motivates them (other than money) to reach company goals. Then attempt to optimize those motivators.
Several results have been observed when managers do that…
- an uptick in productivity
- work stress falls off
- burnout becomes less of an issue
- goals get accomplished by the whole team.
In contrast, it’s not a manager’s job to provide workers with motivation. (If you must do this, you probably have the wrong staff) Rather, you can help them decide for themselves what mix of motivators induce them to achieve greater productivity.
Here are 5 simple ways to motivate your staff that don’t involve cash.
1. Employee Value
Most people take pride in a job well-done. Workers want to understand the value their efforts bring to the table. Managers support this pride and satisfaction by explaining how each assignment supports the company’s goals. It’s difficult to actually quantify a worker’s value, but there are intangibles that can be communicated.
Reinforce an employee’s commitment to doing a good job and their belief that their work is a reflection of their character. This will help them recognize their value to the company and keep them engaged.
To motivate your staff give everyone frank feedback on the important role they play on the team and in accomplishing the company’s objectives. Share constructive reactions to remind them of why they work.
2. Personal Responsibility
When workers have a role in setting their own goals, they’re more likely to pursue them with enthusiasm. Management’s responsibility is to layout the principal goals for each team. Yet, it is essential to let workers set some individual goals and detail how they will achieve them. These goals should be specific, realistic, and challenging. After all, each worker understands his unique role and activities better than top management.
Also, personal targets relating to team and company-wide goals help with self-motivation. Giving workers a role in establishing their personal goals provides them a sense of control over their efforts and leads to the next motivator…
Give a taste of independence and that will help motivate your staff. Trusting your members to doing the right thing independently is a good way to motivate. Workers’ daily activities feed into the established company goals. But letting them control how they prioritize their daily schedules or the approach they use can be a great motivator.
Micromanagement is often listed as a key reason someone leaves a job. Instead, managers should ensure their team has the tools and authority they need to make decisions and problem-solve at an appropriate level. That frees them from having to elevate every concern up the company chain of command for resolution.
Communicate your supervisory approach to your staff and describe how you like to give feedback. Every subordinate is different. Some prefer quick meetings with you more frequently to get questions answered. While others desire less frequent, scheduled, formal meetings. Confirm with each staff member what is most effective and comfortable.
By determining the best manager-employee working relationship for each team member you build rapport and motivation.
5. Work Space and Surroundings
Research indicates the environment you work in plays a big role in motivation and success. Workplaces with more natural daylight and places to get privacy or some quiet time promote productivity.
You might add greenery, encourage breaks, and regulate the office temperature. (If you’re unsure, studies have found 70-77° F ideal for peak productivity.)