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What Makes a Successful Employee Motivation Program?

Traditionally an employee motivation program was designed to motivate the employees to do their jobs better. Nowadays, it has become an incorporated practice that involves organizational structures, career advancement, personal development, decision making and problem solving powers.  

Let's closely analyze the components of an effective employee motivation program.

  Organizational structure and culture:

More and more organizations are shifting towards horizontal structures with transparency and an atmosphere that entails openness, partaking and clear communication. Tasks and projects get done quicker and better, as team members identify with organization’s mission, goals, strategy and their role in it. An encouraging work environment inspires exceptional loyalty on the part of employees. A flat/horizontal structure does not necessarily involve collapsing departments or eliminating jobs. It’s mostly about breaking off psychological barriers and “power myths”. Genuine, on-going commitment to engage employees in decision making and problem solving processes is a huge power shift and motivational booster. It provides a sense of ownership and facilitates partnerships between all stakeholders.

 Intangible rewards:

A successful employee motivation plan is sustainable. In order for it to endure time, managers need to look deeper than financial compensations. You can get a lot of mileages out of structuring jobs and career paths so that employees take in what they need to do to develop to the next level.

  1. Ensure that your employees:
  2. Have clear job descriptions and responsibilities.
  3. Receive job-related education and guidance.
  4. Receive career development support
  5. Have development opportunities
  6. Be treated as contributing partners that have needed personal knowledge and experience 
  7. Be kept informed about company matters and changes
  8. Be compensated justly and equitably

Keep your employees up-to-date with what's going on in the Agency. Most importantly provide regular feedback on their performances. Every time you decide to grant a reward (intangible or monetary) make clear linkages to their performance, their goals and their achievements. Compensation is a very sensitive matter. It's the most outstanding concrete measure of an employee's value and significance to an organization. Take the time to do it fairly and provide detailed information to every team member.

Trust :

Few things help an individual more than to place responsibility upon him, and to let him know that you trust him.  Booker T.

The efficient manager trusts and is trusted; models fairness and honesty by keeping promises and deadlines; expects and demands excellence of the employees and is well aware of their potential. The best way to show trust is to assign projects and tasks to your team members without question they will find the best solutions.

In a trustful partnership between managers and employees, error is embraced as an essential part of the learning course. Neither party is afraid to take risks because they understand that at the substance of the relationship is a devotion to their common vision and goals. The more you continue to empower them the bigger their trust and loyalty to the Agency.

Once the above elements are organically integrated in you employee motivation program as well as your organizational culture, you will be able to experience the positive outcomes of this approach and build on it as time goes by.

Related Articles:

Employee Empowerment

Free Team Building Activities

Team Building Strategies

Team Building Skills

Outstanding Leaders consider themselves a work in progress
 Dr Franklin C. Ashby 

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