How to Motivate Employees: 5 Data-Backed Tips for Managers

holocene Gallup datum shows that only 33 percentage of all workers in the U.S. are engaged in the workplace. unfortunately for businesses, the monetary value of this disengagement is high. It ’ second estimated between $ 960 billion and $ 1.2 trillion are wasted each year due to lost productiveness .
As a coach, you ’ re likely acutely mindful of the negative effects of disengage employees. What you may not know, though, is how to go about boosting employee engagement so that the people you manage feel invested in their work and are empowered to not only meet but exceed expectations .
One of the most effective ways that managers can boost their conduct reports ’ motivation is through effective communication. Below, we offer tips for managers to keep employees motivated and working toward your arrangement ’ sulfur shared strategic goals .

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5 Tips to Motivate Your Employees 

1. Recognize a job well done.

When it comes to motivating your employees, it doesn ’ t take much to send a plus message. An act american samoa elementary as praising your team members for doing commodity work can have a enormous impact on employee morale .
The psychology behind this is clear : positive feedback helps your employees feel valued in their roles. When person feels valued, they are more motivated to continue performing at their highest levels. Data reveals they are besides less probable to quit their stream job within the following year .

2. Allow your employees to demonstrate a healthy level of autonomy.

inquiry suggests that workers who experience higher levels of workplace autonomy besides report higher levels of job-related wellbeing. specifically, increase flexibility as to where work takes seat ( agency vs. base place ), schedule, pace of ferment, and the order in which tasks are completed all contributed to higher levels of employee satisfaction .
If you ’ rhenium diffident how to begin incorporating autonomy into your constitution ’ south workflows, start lento. You don ’ t need to go from one extreme ( amply subject employees ) to the other extreme ( “ autonomous ” employees ) overnight. There are, however, some easy-to-implement strategies you can use to give your employees more representation over their solve .
For model, you might give employees more flexibility over their workplace schedule and where they choose to work ( e.g., remote bring or in-office ) as a reward for hitting person or company goals. Or, you might adjust your management stylus so that you manage critical milestones, but give your employees the flexibility they desire to execute the tasks required to get there .

3. Include your employees in goal setting.

In their Employee Engagement Research Update, BlessingWhite Research asked respondents to identify the detail which “ would most improve their performance. ” Twenty percentage of all respondents—including about a third of disengage workers—cited “ greater clearness about what the arrangement needs me to do and why ” as their clear answer .
This datum illustrates why goal-setting is a critical process that should involve your employees every measure of the way, and not just amongst management in a vacuum. When employees understand the goals of the company, it ’ south easier for them to recognize how their actions can directly impact progress towards those goals .
According to the report card, this conjunction can have plus results on employee engagement and motivation :
“ increasingly, we find that a samara to building engagement in most organisations is a focus on conjunction, ” it says. “ Never assume that staff understand and are able to align to what the administration needs. ”

4. Facilitate respectful relationships.

deference is a potent incentive in many relationships, including those between managers and their employees.

According to a survey of 20,000 working professionals, employees valued “ the ability to demonstrate respect ” as the most important leadership behavior, and those who said they felt respected by leadership were 55 percentage more booked than those who did not feel respected .
unfortunately for many organizations, however, 54 percentage of respondents said that they do not regularly feel respected by their leadership. It ’ sulfur clear, then, that taking the relatively small step of respecting your employees isn ’ t good good manners—it ’ randomness good clientele smell. Whether you are meeting with your employees one-on-one, sending them an e-mail, giving them feedback, or resolving conflict, do your share to encourage a respectful exchange .

5. Rethink your performance review process.

performance reviews are one of the most common tools used by businesses and management to measure employee success, with approximately 91 percentage of organizations embracing some formal review process. In theory, these reviews allow management to indicate how well an employee is meeting expectations, progressing toward their goals, and contributing to the company ’ s success, all in an attempt to improve engagement and motivate the employee to perform better .
unfortunately, world much does not match the theory. According to a poll conducted by Gallup, only 14 percentage of employees “ powerfully agree that the performance reviews they receive inspire them to improve. ”
If you are concern that your operation reviews do not have the positive impingement you ’ d like them to, there are steps you can take to improve the summons. For example, alternatively of annual reviews, you might make a interchange to six-month or quarterly reviews to make employee feedback more actionable, or you might embrace more individualize grade to account for unique employee needs and duties .

Motivating Employees Requires Clear Communication

In management, few skills are more important to have than an ability to communicate with your employees and team members clearly and efficaciously. In fact, for each of the tips above, communication is the key to success :

  • Recognizing when an employee meets and exceeds expectations is all about communicating appreciation and value .
  • Allowing your employees to become more autonomous in how they work requires you to communicate expectations distinctly and to effectively delegate tasks .
  • Including your employees in goal-setting requires that you are able of communicating what are sometimes complex strategic goals in a way that non-executives can understand .
  • Embracing respectful relationships with your staff requires you to understand multiple layers of social and business etiquette .
  • effectively reviewing employee operation means that you must be clear in your expectations and besides collaborative in identifying goals and paths for improvement.

As a coach or leader within your arrangement, it is critical that you in full develop your communication skills in order to manage your staff and employees. As with any other skill, drill and consistency are the keys to becoming an effective communicator—but it is possible to jumpstart your professional development in this area ampere well. Earning a graduate degree in communication, for example, can help you lay the foundation for a successful career .
To learn more about improving your communication skills and advancing your career, download our free guide on the Skills that Every Communicator Needs in the Digital Era
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