What is the thing that makes you jump out of bed in the morning? We all need a trigger to keep us motivated and build our persistence to reach goals.
For some the trigger is money; for others it is praise. There are those who get motivated by the need to make a difference and those who have the desire to climb higher on a professional ladder.
Regardless of what drives you to grasp your best performances, motivation can easily vanish if you don’t know how to maintain it. That’s precisely why people have been studying it for decades, attempting to determine the best way to keep the motivational juices flowing.
In the workplace, the task of a leader is to anticipate tendencies and behaviors of employees, determine their traits and flaws, and find the best way to motivate them. By doing so, they can increase performance in the workplace.
“As an HR manager, I found books and assessments to be excellent tools for project management and performance. However, this can only serve a company for a short time. The trick is to find those factors that bring motivation and help employees find a purpose in their work.’’
–Richard Ferret, HR manager at Ninja Essays.
As a leader, you will always be held accountable to build a relationship with your employee. You will also be required to understand the employee and guide him in the right direction. This means checking assessment scores, promoting teamwork and training employees regularly, but it simply doesn’t suffice.
If you want to actually make your employees score higher on those assessments and do better work, you need to identify the best ways to work together.
To get the most out of a relationship with the employees, there are three things that will ultimately help you reach your goals.
A leader isn’t just the person who tells others what to do. Ideally, this is a person that looks out for the best interests of the employees. This is the only formula for getting employees’ trust, which in return is the main source of motivation.
The most promising and effective way to make people more motivated to work is to make them trust you. If you are upfront in sharing your expectations and provide direct feedback, even if it is not the best employees can get, they will value and respect you more than ever.
Employees are below leaders on the professional leader, but they shouldn’t get the feeling that their leader is treating them as subordinates.
Look for ways to build on their skills, include them in the decisions, and give them chances to strive in a company is a great motivation for everyone and the only way to build a healthy relationship with employees.
Praising their good work and giving them opportunities is a great motivational boost, but after a while, this can also expire as a strategy. That is, unless you provide opportunities for actual advancement.
Employees won’t really like to work hard just because you are a good leader. To motivate a person, you need to give them a chance to rise, an ability to advance in their career. After all, you cannot expect them to do their best and build on their skills and talent without anything better to look forward to.
In addition to leadership and guidance, provide your employees with many opportunities that await them.
“If you make sure that they are aware of the opportunities for advancement that await them as a reward for their hard work, they’ll be more motivated to work than ever.”
–Carl Henson, marketing expert at paper writer service, ex-chief marketing officer at Assignmentholic UK.
Being a leader does not make you flawless. People who strive to achieve something often make mistakes. If your employees never do, that means that they aren’t taking any risks to succeed. This indicates that your job as a leader isn’t good enough.
Be prepared for your employees to make mistakes. This is only normal and it is why you are assigned to guide them in the first place. Without making mistakes, they won’t be able to learn.
When they do, the right thing for you to do for them as a leader is to point out the mistake. This doesn’t mean that you should hold the mistake against them, repeat it on a daily basis, or make a big deal out of a minor error. If you do this, your employees will keep walking around with a load of guilt on their shoulders. This will only push their motivation back and prevent them from taking actions ever again.
So, the third and last technique for promoting motivation is not basing your leadership on eliminating mistakes. These are part of the employee’s journey. And the best thing you can do about making sure that they won’t happen again is to share the journey together.