Motivated Workers: Is This Just a Dream?
Wouldn't it be wonderful if all your workers got up each morning and
said, "Great! I'm going to work today, and I really love my job
and all the people I work with. I just can't wait to get there!"
That would be a dream come true if it really occurred that way.
So what's the secret to making that happen? I have heard it said, "If
you enjoy your job, you'll never work a day in your life." I've
found this to be true from my own experience. When you enjoy your job,
it is fun; when you are having fun, it doesn't seem like work! So what
can you do to help motivate your workers?
Many books have been written on motivation theories. The findings
are varied, with no clear answers to the question of how to motivate
people. Some findings are common in many studies and should prove helpful
if you implement them in your business.
One of the greatest motivators is receiving feedback on results. Your
employees want to know how they are doing on the job. It makes no difference
if they are at the top or bottom of the chain of command, this information
is important. I once heard a motivational speaker say people want to
know the answers to two questions. The first: "How am I doing?"
And the second: "What does a person have to do to get ahead around
here?"
The "how am I doing?" question deals with the issue of providing
good feedback. You can do this in a formal way by giving regular performance
evaluations to determine how well an employee measures up to expectations
listed in a job description. This process will help you discover any
alignment problems. It will reveal whether or not you have communicated
your vision and expectations to that person. When a person's values,
beliefs and behaviors are aligned with those of his or her company,
the effects are amazing.
Feedback should be given informally as well. Look for opportunities
to find people doing something right—then tell them about
it immediately. Positive feedback encourages the person to repeat the
behavior you just recognized with your words of praise. It is so important
to recognize people for a job well done and to help them celebrate their
success in some suitable way. Some examples of positive feedback are
gift certificates for movies or dinner, a preferred parking space, an
extended lunch period, or a go-home early card. These recognitions let
people know how they are doing and that you really appreciate their
contribution.
"What does a person have to do to get ahead around here?" This
question implies many things. For one, employees need to know you as
a boss and clearly understand what you expect of them. Workers need
to know what kind of behavior is rewarded in your organization. If you
want to change people's behavior and improve their performance, you
must clearly show them how they will be rewarded for their job performance.
First, identify the type of behavior that will help your organization
achieve its goals. Next, decide how you can best reward that behavior.
Communicate clearly the vision and mission of your organization. Then
your employees can determine if their own values and beliefs conform
to the mission of your organization. Sharing the same vision increases
the chance of your employees succeeding. When workers succeed, they
have fun. And when work is fun, it doesn't seem like work!
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Authored by: Rick Sparks, Business and Industry
Specialist, University of Missouri Extension
Source: Creating Quality Newsletter, Volume
10, Number 6, June 2001
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