Employees who are motivated form the backbone of your business. They usually buy into your company’s mission, goals, and values, wholeheartedly.
They show up and do their best not only because they’re paid to do so, but because they’re invested. As a result, your business enjoys higher profits, employee retention, and customer satisfaction.
But demotivated employees tend to:
- Reluctantly share their ideas.
- Have higher absenteeism rates.
- Deliver lower quality of work.
- Avoid challenging work assignments.
- Withdraw from employee engagement events.
A disengaged workforce may push you to try a few strategies to improve employee engagement.
You may increase financial rewards, introduce flexible working hours or improve company culture.
But showing your employees that you trust and care for them are two of the most effective engagement strategies.
As an HR manager, it’s important to first understand what drives employee motivation.
Harvard professors Boris Groysberg, Nitin Nohria and Linda-Eling Lee identify in their study Employee Motivation: A Powerful New Model four behavioral drivers of motivation hardwired into our brains.
- The drive to acquire. Employees are driven to acquire scarce opportunities and events that improve their social status such as a promotion or a corner office. They compare what they have to that of their peers and are driven to acquire more. This drive is insatiable.
- The drive to bond. Employees are driven to belong to an organization. They get attached to their closest departments and find it difficult to break out of their silos. When employees feel betrayed by the organization or sense a lack of belonging, they suffer from loneliness and low morale.
- The drive to learn. Employees are motivated by challenging tasks that enable them to learn and grow. Monotonous tasks demoralize talented employees, which in turn drives them to find challenging roles elsewhere.
- The drive to defend. Employees are driven to defend their accomplishments and jobs from external threats. Unfulfilling this drive makes them feel fearful and resentful. This is why employees resist changes such as restructuring and mergers. Instead of trusting their manager to make the best decision for them during such events, the employee’s fight-or-flight response is activated and they jump ship before it’s too late.
To keep employees motivated, you must fulfill all four drives. Use financial rewards, foster bonding, make work meaningful and ensure your employees feel secure. Using trust and care can help you achieve this.
Employees who feel trusted share their ideas and take up challenging tasks more readily. Employees who feel cared for tend to be more inspired to help an organization be successful.
How to Show Your Employees You Care
Compensate Your Employees Fairly
Pay your employees an amount that reflects their experience, soft skills, competence, level of education and hard work. Market rates determine an employee’s salary expectation, so try as much as possible to match what the market demands for each position. This will keep your competitors from poaching your best talent.
Although your employees work for a paycheck, it’s not enough to keep them motivated. Show them you care by giving them a little extra, such as a financial bonus for work well done. Acknowledging their hard work will boost their morale.
But recognition doesn’t always have to be monetary. You can send them to an informative conference or give them a fun project. You could also sponsor them in a continuing education class.
Hire Competent Employees
Hire talented staff who get along with other team members. Such employees reach peak productivity faster, which lowers the workload and stress levels at the workplace.
Disengaged and lazy employees struggle to keep up with the team, which leads to conflicts as other members pick up the slack. It also sets your company back from achieving its goals.
Nothing shows your commitment to collaboration and team cohesion than firing disengaged employees. Your workforce will see how much you care about top performers and get inspired to give their best.
Whenever possible, hire from within the organization. Promote top performers to more challenging positions. Employees who advance their careers within your company will be more loyal than outside hires.
Other employees will be motivated to excel in their roles as they look forward to advancing their careers in the company.
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Invest in Your Employees’ Growth
According to 2014 research done by Gallup, millennials were the least engaged group at a rate of 28.9%. They did not land the jobs they had hoped for after college. They also felt that jobs did not allow them to maximize their strengths and talents. Older generations enjoyed their jobs and had a much higher engagement rate of 42.2%.
Millennials and post-millennials form the bulk of the modern workforce. Thus, it’s important to listen to them and give them opportunities to use their talents.
Pair them with experienced team members so they can learn advanced techniques. Introduce external experts who can keep your employees aware of the prevailing trends in the industry.
Assign different employees to different tasks on a temporary basis. This will renew their enthusiasm and encourage them to contribute ideas.
Ultimately, job rotation gives you the cross-trained workforce you need to have a competitive edge.
Give your staff opportunities for career development through personalized career paths. With an LMS such as World Manager, employees can expand their knowledge of their job function, and stay up-to-date with new regulations.
World Manager is mobile-first, so your staff can study during their downtime. This keeps work schedules from being altered. This LMS delivers courses in micro chunks of information. This helps your employees to learn faster and retain information for longer.
It allows you to track your employees’ progress in real-time so you can intervene with appropriate actions when they get stuck.
How to Show Your Employees You Trust Them
Give Them Autonomy
According to IBM Analytics, 83% of employees were optimistic about their jobs when they felt trusted by their managers. Organizational trust enhances employee experience and loyalty.
Employees who feel trusted by the organization put in extra effort, which leads to higher productivity and efficiency.
Establish mutual trust with your reports by trusting them first. Give them a task and trust them to complete it on their own. This is bound to work due to the IKEA effect: a cognitive bias that leads employees to assign a higher value to projects they have worked on.
Involve your staff during goal setting and decision-making, and they’ll start to take ownership of their roles.
Trusting your employees means they will let you down every once in a while. As a manager, you should create a safe environment where they can take responsibility for their mistakes. A great way to model this is by being accountable over your team’s failures and successes.
Design a Choice-Driven Workspace
If you want to give your employees more control over their environment, design a choice-driven workspace. Use open-plan offices, community spaces, ergonomic seats, and stand-up furniture.
Employees can still complete their tasks without sitting at their designated workspace. Allow them to roam and collaborate with other members of the team to encourage the flow of ideas.
When you design your office space, show your employees you trust them by accommodating their personal comfort. Let them choose when, where and how they work.
Keep the office clutter-free by introducing an employee-driven cleaning system. This will help the team bond and lower your cleaning costs. Besides, an organized workspace will help team members to work as efficiently as possible.
Organizations that show their trust and care for staff rise above their competitors. Fulfill your employees’ desire to learn and grow with an LMS that delivers engaging content.
From orientation up to the exit interview, World Manager will make a world of difference in your employees’ careers. It automatically rewards employees for achievements within their employment lifecycle. It also gives them an opportunity to submit their feedback to management.
You should expect the World Manager demo process to take an hour or less. It involves three easy steps.
Step 1: A quick 5-10-minute callback to see if the LMS is a good fit for your business. If you both agree that it is, you can move on to step 2.
Step 2: A webinar or video call to further explore the LMS. This will last for 30 minutes and will give you a high-level overview of the LMS and how it can work for your business. World Manager will also have a better grasp of your business needs.
Step 3: You can then set up a one-hour face-to-face video call to discuss how the LMS could help you with a customized training and development platform. World Manager will give you a thorough walkthrough so you and your team can have a clear understanding of how our LMS can fulfill your business needs.
Are you ready to take your team’s trust levels higher? Book a demo today and change how you do business.