The ability to motivate employees to move heaven and earth to reach a common goal is often seen as the Holy Grail of workforce management. Unfortunately, many managers and business owners fail to grasp just what makes an employee tick, making the mistake of believing all disengaged workers want are more financial rewards.
But as it turns out, money isn’t as high on the list as most people think. In a 2014 study called The 7 Key Trends Impacting Today’s Workplace, by the employee engagement firm TINYpulse, money was seventh on the list of answers to the question: “What motivates you to excel and go the extra mile at your organization?”
The top answers were:
- Camaraderie (20%)
- An inherent desire to a good job (17%)
- Encouragement and recognition (13%)
In this guide, we make a few recommendations geared towards motivating your team to work towards a shared goal. None of them have to do with money, instead taking on a new approach to interacting with workers.
Talk About Your Vision
If you want employees to work with you and not just for you, you need to give them a reason to support your cause, and the best way to do that is to share a clearly defined vision, which will serve as a common roadmap for everyone on the team.
You need to impress upon your team that your vision is inclusive, benefiting not just the company, but also the people running it, from the little guy to the CEO. This step is all about getting past the, “What’s in it for me?” mindset, so sell your vision.
Give Employees What They Need and Want
It’s a mistake to assume your employees have all the training, tools, and support from supervisors to do their jobs. If you want to motivate them, check with personally to see if they’re needs are being met. Do they have the equipment to do their jobs properly? Are they in need of further skills development? Are they overwhelmed with the work?
Talk to Your Staff Frequently
Communicate often and communicate well. Whether it’s through seminars, workshops, newsletters, office memos, or weekly meetings, it’s important make employees feel involved. Do note that communicating is a two-way street, so you need to ask questions to encourage team members to stand up and let their voices be heard.
One of the most important responsibilities of being a manager is nurturing a work environment with a proactive attitude on communication, where managers, supervisors, and employees can talk about common goals and figure out ways to achieve them together.
In the market for new employees?
Check out Snelling Georgia Group. We’ll help you fill your pipeline with qualified candidates that fit well with your organization. To learn more, contact us today!
