Motivating Workers
How to Motivate Workers in an Organization by Ruth Mayhew, Demand Media
Motivating workers requires creativity and an understanding of the areas where employee performance exceeds your company 's expectations. Motivation also may come from addressing areas for improvement before they become major problems. Both strategies convey the message that your human capital is valuable and that the company is genuinely interested in helping employees achieve excellence.
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Step 1
Observe employee performance throughout an evaluation period -- don 't wait until performance appraisal season to review how employees do their jobs. Compare employees ' job descriptions to the duties they actually perform. In many cases, employees perform duties and tasks that aren 't reflected on their formal job descriptions.
Step 2
Give employees regular feedback. Use positive strokes to commend them for doing their jobs well and provide candid, constructive feedback for performance issues. Addressing performance issues sooner rather than later can lead to immediate improvement, instead of letting deficiencies grow to the point that they require disciplinary action.
Step 3
Schedule public announcements to recognize employee. For example, at staff meetings recognize employees whose performance exceeds expectations. Employee recognition is a tremendous motivator, according to management consultant and professor Frederick W. Herzberg, who advocated the use of employee recognition in his two-factor theory on what employees need for job satisfaction.
Step 4
Promote employees with performance records that consistently exceed the company 's expectations. Again, Herzberg believed that non-monetary employee recognition is an effective method for motivation. Promoting employees to leadership roles allows them to showcase their talents and further improve their
Motivating workers requires creativity and an understanding of the areas where employee performance exceeds your company 's expectations. Motivation also may come from addressing areas for improvement before they become major problems. Both strategies convey the message that your human capital is valuable and that the company is genuinely interested in helping employees achieve excellence.
Sponsored Link
Global Reward Solutions
Partner with us to supply for your loyalty or recognition programwww.globalrewardsolutions.com
Step 1
Observe employee performance throughout an evaluation period -- don 't wait until performance appraisal season to review how employees do their jobs. Compare employees ' job descriptions to the duties they actually perform. In many cases, employees perform duties and tasks that aren 't reflected on their formal job descriptions.
Step 2
Give employees regular feedback. Use positive strokes to commend them for doing their jobs well and provide candid, constructive feedback for performance issues. Addressing performance issues sooner rather than later can lead to immediate improvement, instead of letting deficiencies grow to the point that they require disciplinary action.
Step 3
Schedule public announcements to recognize employee. For example, at staff meetings recognize employees whose performance exceeds expectations. Employee recognition is a tremendous motivator, according to management consultant and professor Frederick W. Herzberg, who advocated the use of employee recognition in his two-factor theory on what employees need for job satisfaction.
Step 4
Promote employees with performance records that consistently exceed the company 's expectations. Again, Herzberg believed that non-monetary employee recognition is an effective method for motivation. Promoting employees to leadership roles allows them to showcase their talents and further improve their
References: Entrepreneur; 14 Management Do 's and Don 'ts to Motivate Employees; David Shedd; Dec. 2010 NetMBA: Herzberg 's Motivation-Hygiene Theory (Two Factor Theory) Resources Inc.; 7 Tips for Motivating Employees; April 2010 About the Author Ruth Mayhew began writing in 1985. Her work appears in "The Multi-Generational Workforce in the Health Care Industry" and "Human Resources Managers Appraisal Schemes." Mayhew earned senior professional human resources certification from the Human Resources Certification Institute and holds a Master of Arts in sociology from the University of Missouri-Kansas City.