Motivation as a factor for successful business
Regardless of the area of your business, the most valuable asset you own is your servants. Therefore one of the main issues which concerned management for years is the question of motivation.
Assuming presumed reply “Happy staff = happy customers”, then we come to the conclusion that in order to achieve better results, make your customers happy, management must first take care of its employees.
Each organization must accept their employees, not for granted, but as a tool to achieve their goals. That said, management must find a way to take care of their “instruments” as a fitter takes care of his. What will happen if this mechanic spoiled air compressor, which are connected to multiple devices. He cannot do his job, which automatically lead to loss of customers, and in turn to financial losses. The same example can give one IT programmer, if his laptop broke down, and so on. In order not to get there, fitters and IT specialist a constantly caring for their “instruments”.
In the organization, care staff is on managers, CEO, HR department, as well as the employees themselves.
Therefore, from the above, we come to the conclusion that motivation is one of the leading factors for successful business. When employees are satisfied and feel important, they are part of an organization, they are ready to achieve better results for shorter periods.
Generally, there is no set recipe how to motivate their employees. In the dynamism of our time, foreseeable motivational programs in terms of money and material possessions are no longer so attractive for employees. Management should be innovative and creative in creating their motivational programs, the goal is not only to achieve greater results, and to retain its employees in the organization.
Information – in the dynamics of our time, and rapidly changing environment, information plays an important role in business and the people in it. In practice, it is assumed that managers have a clear idea of what is happening in the organization changes ahead for innovation. In this case it is important that managers inform their subordinates. So create a prerequisite for membership of the employees.
There are cases in which managers keep information about them or simply do not consider it necessary to share with their employees. This is a huge mistake. Misinformation can lead to onset of chaos, which in turn cause financial loss to the organization. Therefore, information, and it shared information is a motivational factor.
Trust – like sharing information, building trust, kept a good motivational mechanism. When managers believe their employees, they create an environment of belonging. In such an environment, inspire people to demonstrate their skills and abilities and seeks better results. Therefore, the team is important to feel the confidence of its managers.
Training – this is not an issue for regular training team organized by the company or by the manager himself. Here it comes to the learning process as a whole. Everyone wants to learn, new things to develop and be an expert in his field. Here managers should pay daily attention to his team and to develop them. The manager should not use lines like, “So do it!” Or “I so want to be!”, the manager have to show and explain as teachers of their students. Calm and depth to enable the team to understand the nature of the desired one.
Delegation of powers – as in my article “What should be the role of the manager? I’ve described that the delegation is an important part of the role of the manager. When the manager delegated powers, it creates a sense of belonging.When the team, feel that there is some responsibility, they strives not to disappoint their manager.This reinforces the perception that the team has the power to control the workflow.He feels free in expressing ideas.This in turn leads to motivation.
Ask new tasks – as a good leader, you have to recognize the people and their needs. Some people tend to perform the same task continuously without having the desire to do something new and different to embark on a challenge, even to fail. In this case, just leave that part of his team with daily tasks without wanting something new from them, because they can disincentive rather than motivate. But your team, surely there are people who are willing to accept each new challenge smiling. Then do not wait for the last moment and they ask more and more tasks which are different from the everyday. In this case, they will have the chance to learn something new and feel motivated.
Attribution – along with others who’ve listed above, recognition remains one of the leading and most important motivational factors. Right from our childhood years, we have learned to seek recognition from their parents. Even when you do a drawing of the house, but it looks like a tree, words of parents “Bravo, very nice house!” Makes us believe that we are good artists. So it is with your team. He always sought recognition you. A “Bravo!” Can make your team, raise a mountain. It is therefore important to be grateful to his team for the results.
From all these considerations, it appears that the team needs to create an environment of belonging to the environment in which you feel comfortable in the performance of their tasks. They have outlined mechanisms are the basic human relations, which are of great importance for the development and motivation of your team.
I’m sure you can identify more and more mechanisms such as the creation of competition between employees, selecting the employee of the month and the year, and etc., but my goal was to put more emphasis on interpersonal relations, of which each we need.
I would appreciate if you share what your motivational mechanisms.
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