Key Factors

Factors Affecting Employee Motivation

Recognition and Reward

Recognition and Reward go hand in hand and are some of the best ways to motivate employees. Employers can praise their employees to let them know that they realize and acknowledge their contributions. Employees are more likely to keep it up or repeat it when employers provide positive feedback to their employees for their work and behavior. Crampton (2016) states that recognition helps employees to feel valued, it boosts the desire for more recognition and built loyalty. Also, just praising won’t be good enough for employees who put in extra effort; they must be rewarded. Recognition can range from a simple honour to standing applause and much more. Providing a bonus, a day off, gift vouchers, buffet coupons, and family vacation getaways are some of the ways to reward employees.

 

Financial benefits

Without a doubt, salary is the main motivational factor, and no other benefit can come even closer to it. Every employee wants to earn a fairly good compensation (salary) without any inequality for their workload. According to Leete (2000), wages are equally linked to the employee's motivation further wages should be similar to the same designation in the same organization or other employees in other organizations. Offering employees different benefits such as annual raise/increment, performance-based increment, a simple bonus, paid time off, company-paid medical coverage, to enjoy additional fringe benefits definitely boosts their work motivation and it provides employees with a sense of gratitude and accomplishment.  

 

Leadership and relation with leaders

In today’s competitive climate, an organizational leadership with a strong understanding of its business strategy, and business processes can influence its employees and the company’s financial and operational performance. According to Chaudhry and Javed (2012), having implemented a proper leadership style could increase the business turnover rate of any organization further. Employees are motivated best when they see a leader who can always look up for guidance & support and always be there to inspire them. If the employees trust the organization and its leadership, they will deliver maximum work efficiency (Baldoni, 2005).

 

Interactions and relationships that employees have with their colleagues, and leaders can significantly impact their attitude and mentality. Negative experiences will eventually lead to distance and isolation, making it more difficult to satisfy and perform work. To stimulate positive work relationships, leadership must ensure that team-building activities such as;

-have brainstorming sessions in/outside of the office that allows anyone to speak openly, freely, and honestly

-establish physical challenging activities and team events

-organize, team lunches or dinners, social events such as Christmas parties, new year celebrations, annual company gatherings

 

Work-life balance

As employees spend most of their day at work, there’s a lot that an employer can do to support employees who are going through tough times. Being patient and understanding towards them is the initial step. By offering support and guiding them through the hard times, will eventually lead to building long-lasting trust and loyalty among employees who will return stronger and more dedicated.  It is important for organizations to establish clear policies, and guidelines that specify how employees should/can be supported during difficult times. These are especially helpful in situations of bereavement strikes, during difficult crisis situations. Providing employees with a flexible working schedule is a good motivator and that makes them trust leadership. If your employees are not overworked and have a proper work-life balance, they are less likely to leave or feel demotivated. They are less likely to come up with excuses and are more likely to be motivated to ensure the work is punctually completed and they are happy, productive employees.

 

 

References

Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders

Chaudhry, A.Q., Javed,H.,(2012). Impact of Transactional and Laissez Faire Leadership Style on Motivation. International Journal of Business and Social Science, Vol. 3 No. 7

Crampton, D. (2016). 5 Strategies for Motivating Employees

Leete, L. (2000). Wage equity and employee motivation in nonprofit and for-profit organizations. Journal of Economic Behavior & Organization, 43(4), pp.423-446.