November 11, 2008

11 Ways to Motivate Your Workers

The FINANCIAL — Company bonus schemes are ineffective at motivating employees or improving performance, according to a study of personnel professionals. Money is not everything, says Georgian expert. The FINANCIAL is researching how Georgian companies motivate their employees.

Below are 11 ways to motivate your workers offered by Akaki Kheladze, the Training Coordinator of CSB:

1. Provide an environment that fosters employees self-actualization. Human beings are motivated to growth, achieving their potential and self-fulfilment.

2. To motivate an employee it is not enough to eliminate dissatisfaction factors. In this case you’ll get an employee who is neither dissatisfied, nor motivated. To motivate a person you need to add an extra factor, called a motivator (such as bonuses).

3. Humans have the need for affiliation, meaning that they have the desire for friendly, warm, interpersonal relationships. Provide them with such in an organizational atmosphere.

4. Delegate and empower your employees. Give to subordinates appropriate autonomy so that they can experience responsibility for the outcomes of their work.

5. To eliminate boredom, fatigue, stress and other negative effects from routine jobs, assign jobs that require skill variety, jobs that are significant. Employees will experience the meaningfulness of the work.

6. Employees make comparisons of their job inputs (i.e. effort, experience, education, competence) and outcomes (i.e. salary, raises, recognition) relative to those of others. Do not produce in your employees feeling of inequity, otherwise at the end of the day there will be de-motivated employees.

7. Money motivates, but when making decisions consider the perceived fairness of the amount and allocation among individuals and the perceived fairness of the process used to determine the distribution of rewards.

8. Allow subordinates to participate in important and company-wide decisions. Create a team and participative organizational culture.

9. Present and describe explicitly how career growth is achieved.

10. Be a visible role leader. A manager’s actions and behaviour signals what is appropriate and what is not in the organization.

11. Provide feedback. Feedback must be in timely and needed order. Feedback provides opportunities for clarifying expectations and gaining recognition. It is important to provide benchmark opportunities for individuals to determine how they are doing.

Article written By Levan Lomtadze
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Filed under Developing Your People, Management Basics by Martin

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