If you’ve ever been stuck in a job with no direction or motivation and have felt extremely discouraged, you’re not alone. Unfortunately, there are many employees who find themselves caught in the same situation. Managers and supervisors are often not taught how to motivate their employees. But often, the carrot produces better results than the stick.
Consider the bosses you’ve had in your career. Who were the good ones, and who were the bad ones, and — most importantly — what was the difference? After some contemplation, you’ll begin to see why the good ones were able to motivate you and make you passionate about coming into work.
Although it’s difficult in the corporate world to find employee satisfaction that is meaningful and lasting, as management, it’s your job to see to it your employees feel appreciated, which in turn will result in better teamwork, better attitudes and an eagerness to contribute.
What makes Susan feel rewarded and valued won’t be the same as what motivates Kari or Chad. People are individuals, and being recognized in a way that is meaningful to them shows you care enough about them as individuals to acknowledge them as such. In my years of working with people in leadership positions, I always emphasize the importance of knowing enough about your employees to understand what they value individually as a reward. My advice is: If you don’t know, just ask. Most people are more than happy to relate what makes them feel appreciated.
If you are a supervisor or manager of a group of employees, it’s very important to understand that they aren’t robots. They require a human touch and frequent motivation. As a leader, it is your job to provide that. If you don’t, you’re going to find yourself constantly trying to fill the same positions over and over as unmotivated people get discouraged and quit.
My clients are often surprised how far a little bit of encouragement propels their employees and organization. In my experience, ignoring or discounting the importance of employee motivation often leads to disengagement.
When employees are overwhelmed with negative emotions, such as frustration or anger, they feel overcome by disruptive emotions, and it interrupts their ability to be motivated enough to perform a task. When the managers I’ve worked with take the responsibility to recognize these signs and remove hindrances that are holding their employees back from their true potential, things change for the better.
It’s important to understand that the work your employees are doing needs to make a difference in some way and for you to help them see it, too. Otherwise, your employees will grow restless and feel automated. Let your employees know on a frequent basis that they are welcome any time to come to you for feedback and sincere communication, and you will reap the benefits of a motivated workforce.
This article has previously been featured on Forbes