Two Essential ingredients For Achieving Employee Motivation
Motivated employees are valuable as they get things done in a cheerful manner and display confidence and friendship to people throughout an organisation. Customers in particular respond positively to motivated employees and seek out responsive and helpful team members.
Achieving employee motivation requires open and positive mind-sets of employees, and workplace environments that brings out the best efforts of people. The first is up to individuals, however, the second, as explained in this article, can be improved so that employees find your workplace environment interesting and fulfilling, and therefore contributing to employee motivation.
Two essential ingredients for creating positive workplaces are: (1) Workplace structure, and (2) Employee fit.
Effective workplace structure means that the systems and processes for recruiting employees, training and day-to-day operations result in consistent outcomes that meet the expectations of stakeholders including customers and employees.
Consistency is important and we all like to know what we can expect from our workplace in the future. In addition to observing the signals from management as to our organisation’s prospects, we sometimes reflect on the track record of our experiences. Where our managers have communicated consistent messages and followed through on their expectations and promises, we gain confidence that our workplace is stable and worth being part of.
On the other hand, it’s quite understandable for employees to be concerned where organisations often change direction and wander into new areas of operation seemingly without prior detailed planning. We wonder as to our managers’ decision making capability and in turn where they will lead us to. Consistency of thinking and actions by managers gives confidence to employees and therefore needs to be a foundation for developing and implementing systems and work processes.
Employee fit is where employees actually fit with an organisation. This may seem an obvious statement in that most people are able work within an organisation of their choice, however, it’s not that simple.
Some people do not fit in certain organisations as they have differences of views to managers and other employees as well as the intent of the organisation. It may be a philosophical difference in terms of the type of goods or services that a business produces or the style of management or the culture of the organisation.
Whatever the gap in thinking is between a person and an organisation, if there is no meeting of minds then there is a problem. This type of problem cannot be solved by avoiding it or trying to forget about it, as people often try to do. Where a person does not fundamentally agree with the business’ operations and who and what it is comprised of then negative issues will eventually surface. If unresolved, these issues will cause problems for the individual and others in the organisation. Troubles such as unhappiness, poor communication, conflict, absenteeism, reduced efficiency and poor quality goods and services may result. The losers in this situation include the individual who is not comfortable at work, fellow employees, customers and other stakeholders.
The best way to avoid such problems is by recruiting appropriate people in the first place. Such people should become contributing team members and fit with the aspirations and goals of the people already in the organisation. That way, new people add to the organisation rather than diminishing the organisation.
Organisations are comprised of people and we get the best from our people where we have sensible and reliable systems and processes and we have people in the organisation that are willing to get along with each other.
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