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January 26th, 2016
Having highly motivated staff at work is something every company should wish to achieve. Not only are happy staff likely to stay with the company for longer but they are also likely to work harder, produce better work and when the company needs them to - they will put in the overtime without expecting a monetary bonus.
Understanding what motivates staff is important too, some staff are motivated by money, others are motivated by more free time and others are motivated by just simply excelling and being appreciated by the company on a larger scale. If you were to look at your team, your manager, and your colleagues right now, you could probably guess what would motivate them from the choices given earlier.
Here are a few top points to consider in keep your team and colleagues motivated:
If your staff are performing well and helping to drive the business in the right direction then you should be letting them know. In previous places I've worked, it's ranged from managers sending out Friday Thank You's to early finishes, to Friday drinks. While reflectively the Friday Thank You's were quite school-like, staff would rather that than not to be appreciated at all. If someone produces a great piece of work, make sure you always tell them, even if it's just a quick email. Everyone loves praise and staff know they're doing a great job.
Here at ACS, in the marketing team we have a weekly huddle and so do the sales teams every morning. Where we come together to talk about jobs completed, jobs on the to-do list. It's a great time to brainstorm new ideas, share workload or offer help to others that might need it. It also makes sure everyone is moving in the right direction and to ensure that everyone knows where they're at.
If you ask yourself where do my team/ colleagues want to be in five years? Would you be able to answer it? It does wonders for an employee's attitude to believe that a manager really cares about where his or her career is headed. Mentoring, coaching, suggesting additional training or coursework - all of these can be helpful to employees, and highly valued.
To the extent that managers can offer some flexibility in schedules... and be understanding about family commitments, doctors' appointments and so on - such sensitivity can be greatly appreciated. Small gestures often make a big difference.
No one, and I mean no one, wants to hear that they did something wrong. If you're looking for a de-motivator, this is it. Try an indirect approach to get people to improve, learn from their mistakes, and fix them. Ask, "Was that the best way to approach the problem? Why not? Have any ideas on what you could have done differently?" Then you're having a conversation and talking through solutions, not pointing a finger.
If you're sat at your desk in your head for an amount of time, you know how bogged down you can feel. Have some silly/daft games in the office, play a game of higher or lower with some novelty cards, or a game we often play in the office is "Name the year" - (of the song). Choose something interactive, to get your team laughing and away from their desks for five minutes. Make it a regular thing and make sure all your team are involved