Blog - 3 Employee Motivation

 

Blog - 3 EMPLOYEE MOTIVATION

Figure - 1 Employee Motivation

Employee motivation is defined as the amount of enthusiasm, energy, commitment, and creativity that an employee provides to the workplace on a regular basis.

Motivation is a crucial component. If a business lacks the ability to excite its people, the knowledge within it will not be utilized to its full potential. As a result, every learning organization's goal becomes to identify the variables that enable it to drive its personnel to continue learning and to use this information to assure its survival (Osteraker, 1999).   

Every company and organization want to be successful and make long-term progress. Only a few firms think that their staff are their most valuable assets, capable of leading them to long-term success. Employee retention is a concern in today's highly competitive marketplaces, regardless of the size of the company. To overcome these limitations, employees and their businesses must establish and maintain a strong and good relationship. No organization can advance or attain success unless and until its personnel are satisfied, motivated, and dedicated to completing tasks and achieving goals (Adi, 2000; Anka, 1988; Rothberg, 2005).

Four Elements That Drive Employee Motivation.

1.Internal: 

Encourage your staff to grow as people by developing them from inside, both personally and professionally. Make an investment in them. Assign them things that will stretch their minds and allow them to mature. Allow them to have a say in crucial company decisions to empower them. Inquire about their ideas for how the organization may improve. Discuss their evaluations. Begin by praising their strengths before addressing their flaws and disadvantages. Help them solve their challenges and feel supported by doing so.

2.External: 

Make your office a stress-free zone. This will enable people to work with dedication and save some of their mental energy for the task at hand, as well as provide vital rewards and advantages for good performance. Develop strict communication standards so that employees don't get caught up in gossip and unhealthy debates that aren't beneficial to the company's overall aim.

3.Personal: 

Employees are more than just human beings they have feelings, too. Learn about your employees, their motivations, and their concerns, and then assist them in resolving them. Improve the communication skills of your management. Employees are frequently unable to communicate their concerns and challenges due to their strict personalities. Managers should behave like parents, assisting employees in achieving their personal and professional goals without being overbearing.

4.Peer: 

Rather than generating a competitive situation, ask people to work generously and collaboratively as a team. Office politics is frequently one factor that saps an employee's energy and forces them to work in a frenzied condition. The greatest method to deal with office politics is to teach employees how to improve their networking skills. The more contacts an employee has, the more easily they can deal with the annoyance of workplace politics.

Conclusion

Human resource is an important source in an organization. Employer should take extra care about employees and identify their need and wants. By providing extra concern on employees, employees will further actively be engaged with extra energetic and support organization to achieve set goals and targets. 

References.

Abbah, M.T., 2014. Employee motivation: The key to effective organizational management in Nigeria. IOSR Journal of Business and Management, 16(4), pp.1-8. 

Islam, R. and Ismail, A.Z.H., 2008. Employee motivation: a Malaysian perspective. International Journal of Commerce and Management. 

Rafi, Yousuf, 2018. Taskque. [Online]
Available at: https://blog.taskque.com/4-elements-drive-employee-motivation/
[Accessed 01 May 2022].