- About Us
- Search Jobs
- Technical Services
- What’s Trending
- Contact Us – Locations
To motivate your team and achieve greater productivity use these 5 ideas that work.
There is one area that ranks high up in what workers want from their job – motivation.
What comes to mind when you want to motivate your team? Methods like money and praise drive people to work hard.
But, you’ll need to make sure that your team has the incentive to reach for higher levels of excellence. The most successful workers rely on a mix of outside and internal motivation.
Money is the most common motivator used with employees. And money is obviously quite relevant. But it can become a problem if it’s the only type of motivation you offer workers.
Soft motivators are important also because they are what tend to produce energy among workers and keep them going through difficult tasks.
Actually, how to motivate your team is personal for each different worker.
Encourage workers to figure out what motivates them to reach goals in addition to money. Then help optimize those motivators. Several benefits result…
Similarly, as a manager, it’s not your job to provide your workers with motivation. (You can lead a horse to water, etc.) But, you can help them figure out what blend of factors drive them to work at their best.
Here are some accepted ideas to motivate your team that don’t involve financials.
To find satisfaction in a job well done, workers want to understand the value they deliver.
Do you have an employee who is very satisfied working for your company? That employee is probably driven by a strong sense of purpose and recognizes his value in the company. Most likely his supervisor gives him adequate and specific feedback on how he’s doing.
Use that motivation to motivate your team by making sure you offer everyone feedback. Share constructive reactions with the team to remind them of why they work.
When you set your own goals, you’re more likely to go after them. While the company will have goals for the team, it’s important to let your workers set some individual goals and define how they will achieve them. These goals should be specific, realistic, and challenging.
Also, personal targets that relate back to team and company-wide goals helps with self-motivation.
Employees need a “coach” to advise on company and department goals or provide specific hands-on fine-tuning. But they don’t need an auditor constantly looking over their shoulder with criticism and micromanaging.
Trust and a level of independence is a great way to motivate your team. Workers’ daily activities feed into working towards the established company goal. 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 move everything up the hierarchy for resolution.
Discuss with your workers your supervision style and the feedback you will offer. Some may find it motivating to have frequent, quick meetings with you to check in and get quick answers. But for others, a less frequent sit-down is more desirable – and effective. Decide with your staff what works best for each member.
Some managers use personality type testing to determine the best working relationship for each team member. Knowing how they think and are likely to act and respond in the workplace helps build rapport between supervisors and each individual worker.
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.)
Employee recognition and appreciation pays solid dividends to businesses that excel in this.
Firms that have a genuine process of recognizing employees have:
Results produced by employee recognition and appreciation programs have been as much as 50% greater productivity and up to a 20% increase in business outcomes.
Employee appreciation helps to salute hard work and the accomplishments of your individuals and groups. The reason you create an ongoing system of employee recognition is to:
With these in mind, give a tip-of-the-hat “thank you” to your top workers this Thanksgiving. Begin to plan for starting a systematic employee recognition and appreciation strategy for next year.
So, do some research, and when you are ready, contact Flexicrew Staffing. Of course, we are committed to helping businesses successfully improve operations, manage ROI and achieve greater workforce flexibility. So locate your local Flexicrew office and let’s get to work!
Then, if you still have questions, give us a call at 1-866-720-3539 (FLEX) for the answers to your staffing needs!
Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.
And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.
Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.
To help you get started, here are six ways to show employee appreciation:
Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do. And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care and notice their contributions. So get into the habit of saying ‘thank you.’ When was the last time you thanked an employee for a job well done? And realize that recognition is best when it is specific and timely.
Another good way to show employee appreciation is in writing. A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.
Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers. Don’t hide their success under a bushel basket.
Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.
Keep it low key. Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.
Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well. Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.
By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance. Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.
Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.
In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start. You will strengthen the emotional relationship between your organization and the people who deliver your results.