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Every leader wants their employees to stand behind the business and be productive. They’re getting paid, so they’re contractually obligated to get things done, right? And why wouldn’t they automatically share the same passion and enthusiasm for the company that you do?
Let’s be honest—this can’t always be the case. But that doesn’t mean that less enthusiastic employees can’t become valuable and productive assets to you. Instead of putting all the blame on attitude, think about what you, as a leader, can do to motivate your employees the right way.
1. Find out what really motivates them
Some employees may feel that they are underpaid, and talking about their salary might be a viable option. But for many, their motivation comes from intrinsic factors. For example, an employee may feel disconnected with what they do because they aren’t seeing see the value of it. Or maybe an employee is motivated by the opportunity to climb the ladder. Find out what their intrinsic motivation is.
Find a time to talk, perhaps during a performance review, and find out what motivates the employee. Make sure they feel comfortable discussing these items and that they won’t be judged or reprimanded in any way. In talking, you may discover simple ways to boost your employees’ productivity in substantial, long-term ways.
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2. Acknowledge the positive
The mind’s negativity bias can prevent us from seeing the positive side of things. However, when you’re responsible for motivating employees, it’s worthwhile to try to overcome that bias. A too-common belief is that if employees are doing positive things, they’re simply doing their jobs and the paycheck is their reward. What these managers tend to forget is that humans aren’t usually motivated that way.
Employees need to know when they’re on the right track and be acknowledged for going above and beyond. True, they’re paid to help move the company forward, but if the praise keeps going to the top, while the blame always falls on them, they won’t be motivated. Acknowledge the positive things your employees do and they will feel more connected to the company.
3. Listen and include them
Finally, make an effort to include your employees in decision-making processes when possible. And if an employee has something to say, hear them out. What they say may or may not be grounds for your consideration, but you’ll never know if you don’t listen. For example, an employee that often complains about the speed of their computer might be pointing out an office-wide efficiency problem halting productivity at all levels.
Ultimately, you’ll find that your employees are intrinsically motivated by many things. Treating them with respect by listening to them, including them, and acknowledging the positive things they do is a surefire plan.
For more information about 2313 Inc., head to our website at http://www.2313inc.com.