Using Incentive And Goals To Motivate Your Staff

The driving force behind reaching your goal effectively and quickly is to motivate your employees well. It is an obvious part of business, but one that is sometimes overlooked by leadership teams. To achieve optimum motivation levels, an employee needs to be: happy, involved, respected, improving and earning.

Although there are other potentials to be added to this, these are five of the best ways to motivate and employee. It’s not necessarily a promotion that’s on offer that would motivate a certain employee as everybody wants different things and, according to a study, almost three-quarters of workers would not want their manager’s job. Similarly, as individuals are unique there will be some things that work with one person and not another. In this case, it is important to remember to engage and retain as well as motivate.

Incentive

The most well-known and, possibly, the most obvious type of motivation is money. Greed is what many people thrive off; it is part of human culture and, without trying to make too many links to the film ‘Wall Street’, it can motivate people. Everyone wants it, everybody needs it and, even when you have it, everybody wants more of it.

With this in mind, money is often used as the first type of motivational approach when businesses are looking to get the most out of their staff. However, whilst it can have a factor on productivity and success, money is more of an enjoyment and comfort part of life – ie, it isn’t always the most effective means of motivating.

In actual fact, some people would take more money if their other motivational needs were met. And, this shows two things: a loyal employee and a cost saving employee. This can only be good for the business.

If we turn away from money, motivation on a daily basis can be just as rewarding. Have team-building sessions and frequent employee reviews, amongst other things, because it’s far easier to maintain motivation than it is to recover it.

Goals

Make sure the employee knows exactly what the end goal is and how you are going to get there. Involvement in the project, and having the simple facts in front of them, can be imperative in preparing the employee to be motivated to accomplish the goals you set.

One thing to remember is, make the goals achievable. Don’t be telling him, or her, to take over the world but break it down into easily achievable goals and, step by step, you can work together to get to the end quicker and keep the employee happy. A three step break down could be:

A. Set the goals
B. Make sure they are realistic
C. Give your employee everything they could need to accomplish the tasks. Be there for them.

By making these goals, you are clarifying the situation. By being specific the employee will know exactly what is going on in the business, what you are changing, why you are changing it and how it will help the whole team moving forward.

By: HRPub

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