Why are employees lazy?
Organizations with motivated employees earn 2.5 times the annual net income of competitors with low-wage employees. This is likely due to the fact that motivated employees are at least 50 percent more productive than unmotivated ones.
However, the majority of companies—75 percent—don't have an employee engagement strategy, and it's costing them: 72 percent of the current workforce consider themselves disengaged from work because they lack the motivation to focus all their attention and energy on their work.
Defined as “sleepwalking through the workday,” disengaged, unmotivated employees produce less work and perform to lower standards. Lost productivity is estimated to cost American industry $370 billion a year.
Employee motivation: components
Many companies try to motivate employees with external benefits. Common benefits include stock or stock options, salary increases, and performance-based cash bonuses. Yet these traditional methods rate at the lower end of the scale, in terms of what employees call the highest motivators.
In the survey, employees name their biggest motivators: the opportunity to manage work projects, attention from company management, as well as top-ranking praise and positive feedback from their boss.
These results show what modern theorists have been saying for decades: employee motivation has less to do with extrinsic financial rewards and everything to do with the intrinsic rewards of feeling appreciated and recognized.
21st century workers demand more than just financial benefits from their jobs. Dan Pink, author of the bestselling book Drive: The Surprising Truth About What Motivates Us, writes that what employees really want is:
- Autonomy
- the chance to be independent and independent at work - Mastery
is the chance to be good at what they do, overcoming challenges and finding creative solutions. - Purpose
- the ability to feel like they are contributing to the greater good from within, to work toward the goal of the broader group
The alternative—unmotivated, disengaged employees—can be detrimental to a healthy organization. Negative effects may include:
- Poor productivity and poor performance – When products, services and projects are late, incomplete or poorly produced, your company's results are negatively impacted.
- Group dissatisfaction and decreased motivation. Complaining, gossip, and negative assumptions about management or the business owner can turn happy employees into demotivated ones.
- Poor customer service. Those who deal with customers or clients directly need motivation to offer creative solutions, polite responses to questions, consistent service, and fulfillment of customer requests.
- Low Revenue - Low productivity, high absenteeism and turnover rates, poor customer service, poor service or products, and low returns on training/hiring and other employee costs all have a negative impact on the bottom line.
Real employee motivation is characterized by high levels of commitment and energy. Reaching this level and keeping valuable, reliable, motivated employees at work is much easier if your people feel seen and appreciated. Structured programs that offer rewards and recognition while encouraging independence and individual contribution can make all the difference.
Motivators for work
It just so happens, but not all of us have positive emotions at work. The most unpleasant thing about this situation is that not everyone can change it. Fun motivators about work can help smooth out the negativity from such a pastime.
Motivators for work:
Motivators for work
Happy is the one who knows how to fence himself off from negativity.
Motivators for work
A job you don’t particularly like is not a death sentence! Try to get a promotion, and it is likely that she will stop annoying you.
Motivators for work
Successful people have proven that, if desired, a person can cope with almost any task. The main thing is to put in a little effort and patience.
Motivators for work
Even a job you don’t really love can bring good dividends, and this is its advantage.
Motivators for work
To achieve something in life, sometimes you have to do something you don’t really like. But in the end, the result will surely please you.
Motivators for work
The right motivation will help you move mountains.
Motivators for work
By following these simple rules, you can get through your workday quite tolerably.
Motivators for work
Sometimes imagine yourself as Batman, able to cope with all life's difficulties.
Motivators for work
Most likely, such a motivational poster will help you at least slightly change the conditions of your work. If, of course, you manage to persuade your boss to bring all this to life.
Motivators for work
Another picture for self-motivation, for believing in yourself.
What mistakes do entrepreneurs make?
When it comes to motivating employees, extrinsic financial rewards are currently only part of the equation. Employees need regular personal and team recognition for a job well done and the support of bosses who actually listen to their problems and ideas.
They want job responsibilities that support their personal growth and career advancement. Whenever possible, they need to work openly, independently and independently. And they need to feel like they are contributing to the larger organizational mission—a shared vision.
The resulting increase in job satisfaction and intrinsic motivation can significantly improve morale, retention rates, productivity and the bottom line.
Your company's profitability is largely based on employee innovation, problem solving, productivity, commitment and loyalty. Finding the motivational techniques that work best for your employees is vital to ensuring your company's most important resource reaches its full potential.
You truly believe in your company. There is an entrepreneurial fire burning within that motivates you to work every day.
Unfortunately, the same cannot be said for your employees. In the 2020 SHRM Study on Job Satisfaction and Employee Engagement, only 69 percent of employees believe they consistently put their best effort into their work.
If you've tried various incentives but still see the negative side effects of low motivation, you're not alone. Sometimes even the best managers have to think outside the box to find creative and sustainable ways to motivate their employees.
Motivators for every day
Motivators for every day:
Motivators for every day
There is a way out of any situation, even the most difficult one!
Motivators for every day
Strive for harmony in everything, and then you will definitely be happy!
Motivators for every day
Happiness surrounds us everywhere, we just cannot or do not want to see it.
Motivators for every day
Love is the most mysterious feeling on planet Earth, but everyone strives to experience it.
Motivators for every day
This is how a person is designed that he needs to feel the presence of people in his life who are ready to help at any moment.
Motivators for every day
By enjoying simple little things, a person attracts happiness.
Motivators for every day
The ability to enjoy little things is a character trait of happy people!
Motivators for every day
If you look at the problem that has arisen from a slightly different angle, it may not be so significant.
Motivators for every day
Friends are an important component of a happy human life.
Motivators for every day
A positive attitude always helps smooth out all troubles.
Recommendations from experienced entrepreneurs
Let's consider the recommendations of the best employers, team leaders, and HR managers who have found the best ways to motivate staff.
Gamification and incentives. According to statistics, 80% of employers do not think it is a good idea to turn work into play.
Quote from a professional broker: “Although we have not implemented it yet, we are developing a feedback system that rewards employees for participating in our wiki and for learning how to use our application through our training videos. We also reward performance for achieving certain goals. A proven motivator for students and staff is earning a “badge” or points for completing certain tasks.” — Blair Thomas, EMerchantBroker
Trusting attitude. Refusal of direct hierarchy.
“If you let them know that you trust them and depend on them, they will fill those shoes sooner than you think. A vote of trust can go a long way. Let them know that you trust them to do the best work possible, and they will rarely disappoint you.” Ayelet Noff, author of Blonde 2.0 magazine
Explain complex plans simply
“You want high ambitions, but put smaller goals along the way to keep people there. Instead of making a billion this year, focus on acquiring 100 new clients this week, which will allow you to make that billion. Then reward the team for achieving the goal with a day off, a party, etc. They will see that your goals are realistic and everyone benefits from hard work.” — Nicholas Gremion, Free-eBooks.net Administrator
Personal goals and “special tasks”
“I can properly motivate my employees by giving them a purpose. When you achieve this, they will understand the vision better and be able to execute it stronger. Additionally, by understanding their purpose and the purpose of the business, an employee will better understand how they fit into the big picture.” — Vlad Moldavsky, Mabbli, LLC
Set a good example
“I always pump up energy through the office. I am truly enthusiastic and want my employees to feed off that positive energy. Because culture is very important to me, I play music, have fun, joke and play games. We work hard, but we play hard too. You have to be in the moment and energetic all the time!” — Josh York, GYMGUYZ
Be open
“I'm very open with employees about what's going on at the highest level, so there are no surprises and everyone has the opportunity to ask questions and give feedback. I want employees to feel involved in important decisions and to be committed to the direction our company is heading. This has helped maintain motivation and increase loyalty and pride in the company.” — Martina Welke, Zealyst
Motivate people, not the team.
“Aligned incentives are the only sure way to ensure that everyone on a team is working towards a common goal. Creating a strategy in multiple ways ensures that each participant has a clear, personal understanding of how working together benefits them and the team. This technique allows you to motivate your team to do amazing things.” — Ross Resnick, Roaming Hunger
Find out what each employee does
“Ask what they do and don’t like to work with, share the goals of the company as a whole, and answer their questions. Define their goals and then invest in their professional growth. During personal audits, listen to their ideas because they are the best at what they do. Respect their personal schedules and non-working hours and never pit your goals/deadlines against each other.” — Heather McGough, Lean Startup Company
Feedback based reward
“We developed Valuebot, a Slack app that counts how many times each employee has been praised to send daily and monthly summaries. Whoever scores the most awards receives various rewards and recognition. Valuebot helped us visualize our culture and validate how supportive we are of each other. The positive energy we create in the office helps us attract and retain talent.” Stephen Gill, 50onred
Prioritize your work and personal life
“We have some fun incentives, like a 'phone booth' style machine that allows you to take dollar bills. This is a fun little motivator that the sales team uses on a smaller scale. Otherwise, it is also important to encourage employees to take time off. A culture that prioritizes work-life balance results in increased productivity and overall happiness in the workplace.” — Jesse Lipson, Citrix
Goals and objectives of motivation
Before introducing certain employee motivation programs into an organization, the manager (or HR specialist) must clearly formulate their goals and objectives. As a rule, the goal is to increase employee loyalty to the company and improve their performance. The list of tasks is more significant:
- Improving employee qualifications - some programs allow you to “upgrade” work skills, get rid of weaknesses and increase efficiency. Achieving new skills should be rewarded. For example, if an elderly employee did not know how to use a computer when he joined the organization, but learned how to use it a few months later, this achievement should be noted.
- Ensuring employee stability. Personnel turnover can greatly harm a business. In any case, novice workers work less efficiently than experienced ones. In addition, constantly open vacancies give the company a bad reputation: people wonder why everyone is leaving. A loyalty program should create in employees a desire to work for the company for as long as possible.
- Achieving the highest results. An employee with a high level of motivation achieves greater results. This is necessary for the competitiveness of the enterprise.
It is necessary to clearly formulate the purpose and objectives of the motivational program
