BEST PRACTICES


How to Motivate Your Employees at Work (and It’s Not All About the Salary!)


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f you’re an employer, manager or supervisor, it’s important to understand what motivates your employees and


helps them to be fulfilled in their jobs. Although money is certainly a motivating factor for many employees, it isn’t the only reason that people work and get enjoyment from it; in fact, there are many other reasons that drive a person’s desire to work effectively for their business. Tis article explores the key factors


besides money that motivates employees.


Benefits of this article • Understanding what motivates the people that work for you


• Puting processes and policies in place that help your employees feel more valued


• Taking care of your employees so they can take care of your business


Who is this article for? • Employers, HR departments, managers and supervisors


• Employees that want to understand some of the factors that motivate them at work


The main motivation factors for an employee are:


• Wanting to do a good job • Encouragement from their boss • Clear goals and objectives • Trust and autonomy • Coaching and support • Team mates • Environment and surroundings


Wanting to do a good job Tis is a vital part of employees feeling valued. No-one wakes up in the morning and thinks ‘I’m going to do a bad job today!’ Instead, employees like to feel proud of a job or piece of work that they have done well. You can help this by providing plenty of opportunities for employees to show they


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can do a good job. Provide work that is challenging but not overwhelming and that is enjoyable for them to do.


Feedback from their boss An important part of helping employees to feel valued is in providing positive feedback and thanks for a job well done. Tis can be as simple as a quick ‘thank you’ or more thorough such as a one on one review where you talk through a piece of work that they have recently completed. You can help this by recognizing when


an employee has gone above and beyond what might normally be expected of them.


Clear goals and objectives Employees like to feel that the job they are doing makes a difference to the business as a whole; people want to make an impact. One of the easiest ways to do this is to have clear job descriptions, objectives and goals that you want your employees to reach and to review these objectives with them on a regular basis, so they know that they’re on track. You can help this by developing


thorough, easily understandable SMART goals and objectives and reviewing them regularly with your employees.


Providing trust and autonomy Having trust in an employee means giving them the autonomy and authority to do a specific piece of work in the way that they think best, without micromanaging them. Tis demonstrates that you have confidence in their skills, abilities, knowledge and capability. You can help this by delegating tasks and


authority to employees and trusting that they will get things right.


Coaching and support Sometimes, an employee might be a litle out of their depth, but they want to develop their skills and abilities. In these cases, you


summer 2019


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