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