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you ever considered why your employees go to work? or why they
choose to do the job they do? or why they choose to say with
you? In most case employers tend not to think too much about
this issue and are content with knowing that the their
employees are meeting their objectives and getting their jobs
done. However, if you knew that production would increase
and so would you profits simply by identifying your employees
motivational needs, you may come to realise how important
motivating your employees are.
Motivational needs
Motivational needs simply means
what your employees need to help them do their jobs and how important
that need is. For example, an employee might feel that they
need a lot of recognition from their employer or manager to boost
their ego. Once their ego is boosted this motivational need
is fulfilled. An employee might have many motivational needs
all varying in importance. Your task as employer/manager is
to detect these needs and act to appropriately allow fulfillment.
You may now be thinking that you
have to bow to the pressures of the workforce so that they will
work, however, you would be wrong in this assumption.
Management
Styles
How you go about investigating and
satisfying your employees motivational needs boils down to
something call a management style. Example might be:
- One of your beliefs is that
your employees are basically lazy and the only way to motivate
them is to shout or even threaten your staff. Your
motivator is fear and intimidation build on the notion that
your staff are lazy
- You may value the opinions of
your staff and believe you can motivate your staff through
mutual trust and respect. Your motivator your belief,
trust and respect for your employees.
- You may believe strongly in
recognising achievement and excellent by rewarding
employees. You motivator is rewarding for good work.
The list of management style
motivators is endless and you may choose to adopt many to act as
motivators, but the question begs: does your opinions and notions
actually work as motivators. Do they really act to fulfill the motivational
needs of your employees or are you barking up the wrong tree? |
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The
key to effective motivation is the ability of a manager or
employer to identify the true needs of the employee in the absence
of preconceived assumptions, and act upon those needs appropriately
to the general satisfaction of the workforce. IF
YOU DON'T ASK YOU WONT KNOW! |
Motivational Factors Over
the years, there have been many studies examining staff motivation and
here are just a few examples of what employees feel are their motivational
needs or factors:
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The working
environment - poor or inadequate equipment or work facilities
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Working Conditions -
too hot, too cold, no breaks, long hours
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Social Interaction -
isolation, socialisation discouraged etc
-
Job Security -
redundancies, feeling not part of company etc
-
Skill or
intellectual use -inability or discouragement to use intellectual or
skill
-
Promotional
prospects and job title - lack of promotion, others promoted but not
them
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Responsibility - not
allowed to work off own initiative
-
Recognition and
appreciation - lack of praise or recognition for achievement
-
Trust and respect -
treated as a machine
-
Participation in
decision making - not allowed to get involved with company
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A sense of belonging
-
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Salary - pay poor
for job they are doing
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Management issues -
conflicts with management, etc
In fact this is only a
small sample of the many facets which account for motivational need, once
you are aware of these needs and act to resolve and maintain them, you
will find that staff are more content and hopefully motivated. If
you invest in your staff you are investing in your company. The
only way you can find this out what truly motivates your staff:
- Asking your employees what motivates
them
- Monitoring the changes in work levels
as a result of your motivational philosophy
Once you know what makes
your employees tick you can formulate a management style which will assist
to motivate your staff. For many employers or managers this task is
simple, but for many it has been a sadly neglected skill. Find
out what type of manager you are by answering a few simple
question in this test, it might open your eyes. |
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