How to Motivate Employees to Increase Efficiency at Workplace



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High workplace productivity and the consequent escalating levels of customer satisfaction are the hallmarks of a successful company. In this ever-growing market of cut-throat competition, the terms ‘hard work’ and smart work are often considered to be synonymous. However certain antiquated workplace practices like slogging long hours on that crucial project, undergoing a plethora of negative emotions do not necessarily translate to maximized efficiency or enhanced productivity. Employees must be treated as assets, not mere numbers by leaders and managers. 

  

Is Motivation a Sine Qua Non for Organizational Efficiency? 


Motivation is the driving force behind efficiency. This is what makes the employees get out of their beds in the morning, go to the office, and start executing their duties and responsibilities enthusiastically. Various studies conducted across various domains have shown that motivated employee is a valuable resource which delivers huge value to the organization in maintaining and strengthening its business and revenue growth. So, if you are a leader, manager or an industry shark worried about the consistently persisting low employee morale, here are a few tips from industry experts   to keep your staff motivated day in and day out: - 

  

Delegation is Imperative to Success 


Autonomy and flexible work schedules are incredibly powerful workplace motivators and they eliminate one of the worst enemies of employee motivation, micromanagement. Delegating work to employees will show your trust in them, and allow your employees to grow by developing their skills and leadership potential thus contributing to higher levels of employee commitment and engagement. This in turn will help in keeping employees motivated as it helps them to demonstrate their worth in the company and showcase their skills in front of a large audience. 

  

Matching Tasks to Skills Enhance Employee Satisfaction 


For maximizing workplace productivity, an employer must know his employee's skills and behavioral styles. Business managers and leaders cannot expect their employees to be proficient in each and everything under the sun. To identify the strengths and weaknesses of each individual in an organization, employers have to connect with them on a personal basis through simple and efficient communication and be sensible, optimistic, pragmatic in their approach. 


Effective Communication Strategy is the Key to Motivation 


The clarity in communication is a sine qua non for an efficient, successful, and productive workforce. Communication in the workplace should be two- way, productive, and consistent in order to voice the concerns of both the employer and employee. Managers need to establish a healthy culture of communication at workplace Proper communication strategies keep the employees updated regarding various tools, processes, and methodologies. 


Employee Recognition is a Great Morale Booster 


Time and again, research has proved that a culture of recognition is more likely to improve the retention rate. People who feel appreciated are more positive towards work, and are, therefore, more inclined to contribute towards the success of their organizations. A better motivation is a recognition that comes in the form of assignments to join a special project, lead a study team, or scope out a new system. Public appreciation works wonders and employers should always abide by the dictum of ‘Praise Publicly, Reprimand Privately ‘. 

 

Goals Should be Clear and Focused 


You can’t expect employees to be efficient if they don’t have a focused goal to aim for. If a goal is not clearly defined and actually achievable, employees will be less productive. So, try to make sure employees’ assignments are as clear and narrow as possible. Let them know exactly what you expect of them, and tell them specifically what impact this assignment will have. 


Rewards and Incentives Go a Long Way in Enhancing Productivity 

 

Incentives are a great way to promote motivation. Incentives can come in many forms, whether it be bonuses, paid time off, travel perks, or vouchers. When deciding how to reward efficient employees, employers have to make sure they take into account individual employee needs or preferences. For example, one employee might appreciate public recognition, while another would prefer a private “thank you.” 

 

Targets Should be Realistic and Achievable 


Setting unrealistic or inaccurate targets can have major consequences for any business. It can affect cash flow or even erode employee morale and motivation. That’s because unrealistic targets can put too much work and stress on employees, eventually making them feel disappointed. So, leaders should not be too hard on their stuff and set achievable targets for them. This in turn motivates them and gives them a feeling of accomplishment. 

 

Conclusion 


Motivation, and what triggers it, has been studied for decades and workplace leaders have used assessments to determine an employee’s personality and better anticipate their behaviors. But assessment scores alone will not show you all you need to know; it is important for managers to get to know their staff and learn how to be more specific in their approach to motivating them and understanding their goals and aspirations.  Some people are motivated by money, others by rewards, some prefer recognition, and some people just motivate themselves to achieve. Supervisors and managers need to utilize a number of different strategies and techniques to increase their employee’s motivation and productivity. 

 

Written By – Pratiti Dasgupta 

Edited by - Vaibhav Sharma 

 


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