Improving employee motivation should be a priority for all companies.
Studies in the Netherlands, compared and analyzed with those abroad, show that the Dutch employee does not fare well. Approximately 75% carry out the assigned work but do not go the extra mile. These employees invest little or nothing in the company. They are there for the money. They are more sensitive to stress and are absent more frequently. It also does not benefit the atmosphere in the company or department. The success of a company depends in part on selecting and retaining good personnel. A lack of employee motivation therefore has a negative impact on the company and costs it money. It is time, therefore, to devote the proper attention to employee motivation.
Therefore, the most important tools are offered in a compact form, so that the company achieves success in the long run with (more) motivated employees.
Employee motivation
Motivation exists in two forms: extrinsic and intrinsic motivation. Extrinsic motivation means that the employee is motivated by the prospect of rewards, such as money and/or status. Intrinsic employees are not dependent on external incentives. They are driven by personal drives, needs, or ambition.
While it used to be the case that employees performed better when they received a higher salary, the situation is different today. People still consider a good salary important, but other relevant factors such as satisfaction, autonomy, competence, personal development, and social interaction are at least as important. This is the intrinsic employee.
Motivated employees
Intrinsically motivated employees are less susceptible to stress, have lower absenteeism, and are less likely to experience burnout. They are more focused on the factors indicated earlier. These employees also inspire other employees and can act as ambassadors for the company. In this way, they can also attract new talent.
How do you promote employee motivation?
Motivating employees is a complex matter. It requires a great deal of energy, flexibility, and social skills in relation to the company from the person responsible. That is a major challenge. The following tools are available to provide guidance in carrying out this motivational task.
Leadership style
Effective leadership is a key factor in motivating employees. This means that every form of communication must have the right effect on the employee. Studies consistently show that quite a few employees leave the company because they are dissatisfied with their manager. Therefore, the manager must shift the focus from work to the interests of the employee. After all, employees carry out the manager’s work, so if the manager ensures the right working relationship, it benefits everyone. Take every issue raised by the employee seriously; then the employee feels heard and will act upon it.
Deployment
A factor not to be underestimated is offering opportunities for self-development, career advancement, improving competencies, and attending training. Ensure you are aware of the employee’s ambitions so that you can provide the right incentives. Focusing on development fosters loyalty. However, development is a long-term process. Be vigilant that attention does not slip away, as this will otherwise come at the expense of the relationship.
Teamwork and collegiality
One cannot exist without the other. Pay attention to mutual collegiality. Join in on birthdays and celebrate successes. Other aspects such as responsibility, autonomy, togetherness, etc., ensure that a team can be formed. And a good team ensures a pleasant atmosphere, revenue, customer satisfaction, and profit.
Autonomy
Bearing responsibility and having freedom of choice lead to increased employee motivation. The employee wants to be essential to the company, feel important, and have the opportunity to give his or her opinion or feedback.
Work environment
Working conditions, the work environment, and the atmosphere projected have become an important factor in employee motivation. A clean and inviting space offers a sense of security. Good lighting, daylight, heating, and ventilation ensure a pleasant stay. If attention is also paid to preventing stress by allowing employees to relax briefly between work with activities such as table tennis and foosball, this has a positive effect on work attitude and performance. It will also influence collaboration, engagement, and increased employee motivation.
Training and development
Investing in employee development. Active attention from management towards the employee makes the employee feel heard and valued. This can be part of career planning, but can also be used as a recruitment tool. Consideration could also be given to having employees hold a number of different positions within the company in succession. The employee becomes an all-rounder, experiences variety, and gains a better insight into the overall operations of the company.
Recognition and attention
Recognition and acknowledgment of performance is important to the employee. Employees want to do their work well, so when this is noticed, it benefits them. Therefore, make it known to the other employees and also let the impact on the company be evident. Additionally, giving a compliment and showing interest in the work is stimulating.
Transparency
Strive to be as transparent as possible with employees. Naturally, this must not come at the expense of the company. Not everything needs to be shared. However, what is expected of them and the results of their performance should be disclosed. Every employee knows where they are going and how to get there. This only strengthens the culture.
Recognize motivated employees
Approximately 10% of employees in the Netherlands feel truly engaged in their job. That percentage is far too low to achieve a company’s maximum performance. This must be increased by taking the aforementioned into account and by seeking out those motivated employees. There are certain characteristics that the motivated employee possesses, such as: having the right mentality, a desire for development, vitality, job satisfaction, finding their work important, being performance-oriented, being more creative, having lower absenteeism, a sense of connection with the work, and a sense of freedom. Furthermore, they come up with ideas, are positive about the company, stay longer, and are willing to go the extra mile for the company’s success.
