Employee motivation is definitely a challenge. The decision on how committed an employee will likely be for the organization, division or team, depends entirely on the person. Therefore, the first task to employee motivation would be to build relationships with everyone. Find what makes him/her tick. The objective of this post is to understand to look for when you build relationships the individual.
Many leaders make the mistake of applying just one motivational strategy to each of their employees. The simple fact in the matter is various things might motivate different employees. Exactly how do you find the right formula per employee?
The Loyalty Institute at Aon Consulting did extensive research on employee commitment. They came up with the five drivers of employee motivation, also referred to as the performance pyramid.
It functions a lot like Marslow’s Hierarchy of Needs in which the first level of motivational needs first you need to satisfied, before a need arise over the following level. It wasn’t intended doing this. It just became of exercise prefer that.
The performance pyramid can provide some wonderful guidance to know what to look for once you engage with the workers. Let’s have a look at 5 levels and discover the actual way it will help you to find methods to motivate employees.
Level 1: Security and safety. Along with a physical a sense well-being, there should be a psychological thought that the planet is free of fear, intimidation or harassment.
Level 2: Rewards. Yes, you knew it. Most of the people won’t come to work tomorrow whenever they win a big lottery today. This is the perception how the organization endeavors to match the employee’s compensation and benefits needs.
Level 3: Affiliation. This is a a feeling of belonging. It includes being “in the know” and joining the group. This can be the place where a alteration in personal and organizational values could have a big influence on motivation.
Level 4: Growth. Employees want to have the point that achievement is taken place. I will feel safe, get the cash I’d like and feel section of the team. In case there won’t be any growth opportunities, I may consider leaving the organization.
Level 5: Work/Life Harmony. This term speaks for itself. Someone might have each of the rewards that he/she wants, but he/she will burn up at some point when they not have the time and energy to spend it alternatively things they really want.
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