Every business owner or a company strive to maximize revenue, which means that employees of the company must work as efficiently and effectively as possible to increase productivity. Happy workers are known to be productive. However, how to motivate my team of employees to work efficiently and grow the profitability of my business is not automatic. From a psychological perspective, it is not possible to motivate people; they must motivate themselves (Jex, Britt, & Dawsonera, 2008). However, for employees to motivate themselves, they must be provided with a workplace environment that is motivating. Therefore, as a business owner or a company CEO, it would be my responsibility to strategize on different methods of providing a motivating workplace environment.
A motivating environment is where the employees of a company push themselves harder than their managers or supervisors could manage to push them. In such an environment, workers give it their all and best shot regardless of whether their seniors are watching or not. Such employees are motivated to go the extra mile because they want to work hard and not because they are ordered to do so (Jex, Britt, & Dawsonera, 2008). It would therefore not be surprising to find my workers still working effectively and enjoying it even past office hours. To create this kind of a motivating workplace environment, I would do the following:
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Ensuring Meaningful Work
By ensuring that every employee every worker is doing meaning work would create a motivating environment for every employee. When employees feel that the work they are doing is meaningful and essential in making the business successful, then they will feel that they are making a difference which makes them feel energized to continue doing it. On the contrary, it would be devastating to employees if they felt that their input to the organization did not matter (Ramlall, 2004). Therefore, as a leader, I must, therefore, demonstrate some degree of discretion in the ability to reduce if not eliminating the feeling of non-valued input. Making employees job meaningful would ultimately give the essential form of job security to my workers.
Avoiding Micromanaging
Employees likely appreciate if their supervisors show appreciation of their work but still trust them enough to allow them to make their own independent choices and decisions that would result to them working differently than what their managers would want them and still achieve. It would drive my staff crazy for breathing down their necks and deny them an opportunity to manage themselves to certain levels.
Recruit the High Performers and Avoid Underperformers
High performing employees require minimal motivation since they are naturally self-motivated. High performers raise their working standards, energy levels, teamwork spirit eliminating tolerance of low performance (Ramlall, 2004). Getting rid of underperformers would help avoid the slackers from infecting the rest of the team with negative attitudes that would otherwise drag everyone behind.
Promote Employee Accomplishments
It would be my responsibility to act as the PR agent of my employees in ensuring that their achievements never go unnoticed, appreciated and recognized accordingly. I would always refrain from bragging out of the achievement of the company as the boss but make it about my employees.
Other strategies that I would employ include; minimizing bureaucracy, treating employees with respect, setting a good example, provide incentives, offering them opportunities for career development, communicate better, Encourage Camaraderie and paying the right dues that they are worth (Ramlall, 2004). These motivation strategies would benefit both the company and the employees. Employees get to earn extra income through awards and incentives, competitive salaries, job satisfaction, increased job security, good working conditions as well as opportunities to advance their careers which would lead to employees’ self-actualization (Carr & Tang, 2005).
Motivating the employees is likely to help my business increase staff retention and reduce employee turnover rate. As a result, the business would save on the recruitment expenses and therefore the company would realize increased profits. Levels of employee productivity would increase as a result of reduced absenteeism. The employees are likely to get inspired to improve job processes as they become more creative and innovative. Motivated employees give an organization a good reputation among its clients, suppliers and potential future workers (Carr & Tang, 2005). Finally, the firm’s industrial relations with employees’ labor unions would improve.
References
Carr, A. E., & Tang, T. L. P. (2005). Sabbaticals and employee motivation: Benefits, concerns, and implications. Journal of education for business , 80(3), 160-164.
Jex, S. M., Britt, T. W., & Dawsonera. (2008). Organizational psychology: A scientist-practitioner approach . Hoboken, N.J: John Wiley & Sons.
Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business , 5(1/2), 52-63.
