More Motivation

Employee motivation is everything! You motivate customers with motivated employees - and with them a company can get through difficult times: a collection of ideas for motivational kicks.

How close are employees to your company? Management consultancy Gallup recently listened to and asked about the workforce. The result is sobering: Almost 90 percent of all employees surveyed hardly feel connected to their company. The sheer number hides a variety of dramatic consequences for companies: Anyone who has given notice internally can only do service according to regulations. Extra commitment to customers that matters to the competition? Professional development for the good of the company? Just as nonexistent as the personal contribution of the employees to an innovative and good working atmosphere. Anyone who wants to avoid these traps as a boss, moreover, wants to set up their business for the future, in which the shortage of skilled workers will become even more blatant, invests in the motivation of its employees. And best of all with a good plan and with unusual ideas.

The question of the questions is, of course, why are employees unmotivated and feel emotionally unrelated to their company? The Gallup survey mentioned above also researched this. Many employees complain that they receive too little recognition or that their opinions are not heard in the company. Many workers also feel that they are filling a position that they don't really like. Too little praise and reward, too little opportunities for participation and development, workers accuse their employers of this. This shortage also makes it clear that motivated employees need a whole host of interlocking measures. The first and most important instrument of real leadership is "Leading by demanding": This definitely includes working with job profiles,Target agreements and regular employee reviews. This is the only way to assess performance. This is the only way to get feedback from both sides in a constructive atmosphere, with which - also perceived - grievances can be clarified and remedied. A second important management tool is “Leading through funding”: Leaders with experience in management have long recognized how much the company as a whole benefits from targeted further training measures for employees - and how much motivation employees derive from in-house development opportunities. There is still the third important foundation on which sustainable motivation is based: “Leading by rewarding”. We consider this point in detail here. This is the only way to get feedback from both sides in a constructive atmosphere, with which - also perceived - grievances can be clarified and eliminated. A second important management tool is “Leading through funding”: Entrepreneurs with experience in management have long recognized how much the overall company structure benefits from targeted further training measures for employees - and how much motivation employees derive from in-house development opportunities. There remains the third important foundation on which sustainable motivation is based: “Leadership through reward”. We consider this point in detail here. This is the only way to get feedback from both sides in a constructive atmosphere, with which - also perceived - grievances can be clarified and eliminated. A second important management tool is “Leading through funding”: Leaders with experience in management have long recognized how much the company as a whole benefits from targeted further training measures for employees - and how much motivation employees derive from in-house development opportunities. There is still the third important foundation on which sustainable motivation is based: “Leading by rewarding”. We consider this point in detail here.how much the overall company structure benefits from targeted further training measures for employees - and how much motivation employees derive from in-house development opportunities. There is still the third important foundation on which sustainable motivation is based: “Leading by rewarding”. We consider this point in detail here.how much the overall company structure benefits from targeted further training measures for employees - and how much motivation employees derive from in-house development opportunities. There is still the third important foundation on which sustainable motivation is based: “Leading by rewarding”. We consider this point in detail here.

Psychology of reward

Just a carrot hanging on the hook? Not more than a treat for good behavior? One can dismiss rewards as a very old-fashioned way of controlling behavior for employees. But: This "candy education" still works - simply because it is so human. The background: reward and deprivation of reward are deeply anchored and effective means to change behavior noticeably. Everyone knows the basic scheme of learning through reward. You do something that brings a reward. Feel good. The rewarded will then endeavor to repeat this behavior in order to get the reward again. It's actually quite simple - but two additional reward conditions are crucial for everyday use. First, the type of reward must be adapted to the motivational structure of the person whose behavior you want to change. Second, the reward strategy is crucial. An immediate reward for the employee after every good behavior wears out very quickly. The same thing happens sooner or later if you reward at fixed intervals. The reward is then taken for granted. It is most effective to irregularly underline your recognition with a bonus. And that is precisely why selective “kicks” in the form of material and ideal incentives are far superior to such means as raising wages. The latter will be forgotten as a reward shortly after being granted. An immediate reward for the employee after every good behavior wears out very quickly. The same thing happens sooner or later if you reward at fixed intervals. The reward is then taken for granted. It is most effective to underline your recognition irregularly with a bonus. And that is precisely why selective “kicks” in the form of material and ideal incentives are far superior to such means as an increase in salary. The latter will be forgotten as a reward shortly after being granted. An immediate reward for the employee after every good behavior wears out very quickly. The same thing happens sooner or later if you reward at fixed intervals. The reward is then taken for granted. It is most effective to irregularly underline your recognition with a bonus. And that is precisely why selective “kicks” in the form of material and ideal incentives are far superior to such means as raising wages. The latter will be forgotten as a reward shortly after being granted. And that is precisely why selective “kicks” in the form of material and ideal incentives are far superior to such means as raising wages. The latter will be forgotten as a reward shortly after being granted. And that is precisely why selective “kicks” in the form of material and ideal incentives are far superior to such means as raising wages. The latter will be forgotten as a reward shortly after being granted.

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Non-cash benefits are sure to be a valuable reward for employees. But it doesn't just have to be the check. Some ideas:

· Success bonus: thank you with a bonus payment.

· Liquid gold: take over the fuel costs for the particularly committed employee for a week.

· Kicks for self-confidence: What is highly valued is only what makes the cash register ring? Not even close. So how about this:

· Pat on the shoulder, shake hands, a friendly smile, a sincere "thank you".

· Include a commendable comment on the payroll: "Great work on the construction site at the Hansaring! Thanks for that!"

· Employee of the month: Choose your best man, your best woman on the team every month.

Kicks for fun and free time

Here you are in a category that also includes an extra benefit for your boss image. Bonuses from this area basically say that you have dealt with the private person behind the professional employee:

· Movie tickets for the master: thank your employee for the reliably done job.

· Have a good trip: surprise your employee with a guide before you go on vacation

· A season ticket for your favorite local club or tickets for a Bundesliga game.

Kicks for the head

Especially the employees who you perceive as ambitious at work will inspire you with a reward that will help them to continue their work:

· Reading specialist literature on creative painting techniques, monument protection etc. is fun and educational.

Kicks for the team

More money, more time, a great leisure experience and food for the brain - isn't there still a motive missing? Exactly: Experiencing positive community motivates most people immensely. You can promote team spirit, for example:

· The summer party with the boss: invite employees and their families to the barbecue.

· “Day of the good work”: Work a day with your team for a good cause and embellish, for example, the wall at the schoolyard or the common room in the senior citizen. Doing good brings the team together!

· Your employees travel around the world. From vacation or from work, they send a photo with a company cap on their head - the photo will soon land on the pinboard.

matter for the boss

Motivate by rewarding - the most important and the most difficult part is finding the right bonus for each individual. A very exciting task is to first deal with the wishes of the team members. This alone lays the foundation for a motivating working atmosphere and every single aspect that makes leadership successful. In this way it quickly becomes clear which employees have the ability to develop and are ready. Motivated employees advance a company!