Businesses today are concerned more than ever with getting maximum advantage from their human resources. Employees who are motivated are productive. They work harder and smarter and are loyal to their supervisors, their departments and their companies. Better yet, they serve as important and effective ambassadors in spreading the word about the company as a great place to work – and a great place to do business.
Every company wants motivated employees and every company can have them by following a few, easy-to-implement tips for non-monetary motivators that can achieve significant results.
Employee Recognition
Smart supervisors know that people like and want to be recognized for a job well done. It doesn’t have to be a big deal – sometimes all it takes is a pat on the back and a “Thanks for doing such a good job” to get results.
Very often, managers become so focused on tasks and the things that need to get done that they often lose sight of the “human factor”. That is, that their employees are not robots and have feelings. This means that taking a few minutes to acknowledge and validate ones efforts are essential if you want to keep your employee morale up.
Employee Participation
According to Motivation Ping, supervisors should let employees know what is going on in their departments. If employees know why they’re performing a certain task, they’ll often be more willing to perform it and to meet – or even exceed – expectations. Often, they’ll do a better job when they know how what they’re doing will affect overall production and department and company results.
Individual Results
According to Motivational Speakers, supervisors who are on the ball know how much their employees can handle on their own. Assign a task, then sit back and observe the person doing it. Even if a supervisor thinks the employee didn’t tackle the job as they thought it should be done, they need to remember this: what matters is if the job was done effectively and results were achieved.
Be Flexible
Some supervisors are able to provide employees with flexible work hours or special work-at-home programs. Granting a day off to an employee who has put in overtime helping a supervisor meet a rush deadline makes the employee feel special and helps build a positive work relationship.
Concern for Employees
Smart supervisors take an interest in their employees both on and off the job. Offering a comment about an employee’s recent vacation, lending a sympathetic ear to an employee who has a personal problem, or even making a remark about the upcoming weekend all play a part in showing concern for employees’ well-being.
There are other incentives, of course. And some will work better than others. The important thing to remember is this: Many successful managers have come to realize that money isn’t the motivator it was once thought to be. Try these non-monetary incentives and watch employees tackle their jobs with more motivation and satisfaction.
