The wise leader knows that while employees can be partially motivated by their salary and benefits package, the best employees will seek out a workplace that finds additional unique ways to motivate them. Once the right method of motivation is discovered, it’s time to find ways to maximize the motivational rewards.
Keep the Lines of Communication Open
The best way to know if employees continue to be motivated and inspired is to frequently follow up with them. This can be informal, such as simply having a conversation in the break room, or it can be a more formal weekly or monthly team member meeting. In some cases, employees may not initially feel comfortable being honest about their thoughts regarding their workplace, which is where anonymity can come in handy. Options include a box in the break room where employees can fill out suggestion cards to have them considered by management, or online surveys that ask key questions and keep the identity of the answerers private.
Of course, communication goes both ways. It’s unfair to ask employees to be honest, open, and forthcoming if management is not willing to do the same. If management sees ways in which their leadership could improve team morale, then it’s their duty to speak up and let the staff know what steps will be taken. Likewise, if they see that someone on staff is doing a particular good or bad job adding to the positive, motivational atmosphere, then it’s their job to step up and ensure that the situation is acknowledged and the correct steps are taken.
Be Open to Change
Companies can often fall into a trap when they find the ideal way to motivate their employees: They stop changing. While it’s great to find the best way to get employees excited about work and doing their best, it’s also important to recognize that a strategy that gives a boost to morale may not last forever – at least not without some changes.
For example, if a company did something simply like implement casual Fridays, they could find that their employees respond with increased productivity on those days. The natural reaction would be to continue having casual Fridays. In and out of itself this is not a bad strategy, and indeed trying to take away an earned and appreciated perk can have unfortunate results, but it also doesn’t mean that additional steps don’t have to be taken to continue adding to morale in the future.
To continue with the simple casual Friday example, an employer may allow for work-appropriate casual wear on Fridays, but also offer special promotions throughout the year. Perhaps an ‘employee of the month’ promotion, where the winning employee gets to pick any day of that month to have a special casual dress day to themselves, or perhaps a lottery system where employees can earn tickets and one winner gets an entire week of casual wear.
A Final Word About Keeping the Motivation Going
The specific techniques a company can use to maximize their employee’s motivational potential will depend largely on the type of company and the type of motivational techniques being used in the first place. However, one thing is true: Employees who are motivated and appreciated produce more for their employers than employees who are simply showing up to get a paycheck. It is in the best interest of any company to find their own unique ways to get employees fired up and excited about doing their jobs. Managers can also go the extra mile to learn new strategies by pursuing an organizational leadership degree, as well.