I am a technology enthusiast who is currently working as an infrastructure Engineer and planning to start own company in the next five years. In my six years of work experience, I have noticed how companies fail to grow as they should due to low levels of employee productivity. One major cause of this is lack of employee motivation, which is a very important factor for the success of any organization. It is the collective effort of fostering positive energy at the work place. The overall reason for motivation is to increase company productivity (Shoraj, D., & Llaci, S., 2015)through ensuring that the welfare and contentment of employees are met. Motivated employees do their best at work. They always go an extra mile to produce good results, go to work early, are happy at work and they always look forward to taking the next challenge. They are happier when they get home to their families and look forward to the next working day.
Employee motivation requires an organization to go out of the normal ways and do more for the employees. Apart from the normal monthly salary, the activities that bring about motivation include but not limited to rewarding the best performers, organizing for internal and external training, reviews and salary appraisals, team building activities, valuing one another’s efforts and fostering effective communication channels within the organization (Shoraj, D., & Llaci, S., 2015). Young companies should, therefore, not shy away from having motivation strategies by thinking about money only. Creating a conducive positive working environment and encouraging and valuing efforts is good enough. Monetary rewards come later as the company grows. Motivation is beneficial for both the employee and the company. Workers get to build their skills through training and hardwork and the company benefits from the continuous excellent results from the efforts of the employees.
Some organizations, however, think that employee motivation is a waste of time and money. Most of the times, these thoughts are driven by selfish managers and those who do not have a strategic plan of where they want to take the company to in future. Such managers also lack a collective decision making processes to help come up with company objectives. They do not see the need of training or awarding someone using the company money while the same person might get another opportunity and move to another company. Employees also dictated on what to do because they are paid at the end of each month. They forget the fact that when employees are motivated, they do not think about leaving but instead they always look forward to reporting to their jobs and working with the best managers. Employees end up being miserable, only working because they need to make a living and as a result company productivity drops.
Common Motivation Methods
Companies may differ in the strategies used to motivate employees. Organizations understand their employees and their needs (Lee, M. T., & Raschke, R. L., 2016). The nature of work also determines the mode of motivation adopted. There are, however, some motivational methods that are common to most companies and they include:
Empowering employees through entrusting them in decision making
Encouraging and valuing the creativity and innovation skills of the employees
Organizing internal and external training sessions that will help employees to increase their skills and to know that the company cares about their personal development.
Ensuring that the employees find a balance between work and family so that they remain stressed at work thinking about their families.
Rewarding outstanding efforts through money and gifts and job promotions.
Employee happiness is directly proportion to their work productivity. Every organization needs to have in place the right strategy for motivating employees. Motivation should not be viewed from the selfish perspective of benefit the employee rather it is a total effort to empower the worker to become better in their work and boost company productivity.
Shoraj, D., & Llaci, S. (2015). Motivation and its impact on organizational effectiveness in Albanian businesses. Sage Open, 5(2), 2158244015582229.
Lee, M. T., & Raschke, R. L. (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162-169.
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