In the business world of today, it is essential that the most productive ways to meet our organizational resources. In many organizations is the most famous and expensive resources that we have our people. As a result, a lot of time to create the procedures and conditions of release, the drive and motivation of our employees.
Over the years I have observed leaders seek ways to motivate employees to higher performance. Even the best managers have experimentedAttempts to frustration, someone who refuses to respond to what seemed to lead. Ironically, people probably feel the same way. The reason is that the reasoning developed internally by a personal desire to achieve goals that are important both for individuals and for the organization. Motivation is the force that is asked to intervene. If you have problems, there is always someone to reach your goals, otherwise, you probably understand what they are.
Much of the researchover the years was conducted to identify factors that have a particularly negative impact on productivity, too. While the payment of social benefits and working conditions are important, research has shown that the absence of these factors creates a lack of motivation, but their presence has long-term effects of motivation. Long-range motivational factors, recognition of the work, the feeling of success, growth, participation, challenge and identification with the goals of society andVision.
Despite these facts, executives and managers spend so much time to trying to find ways to motivate employees through fear and incentive. The essence of fear is negative and is decreasing over time in force, as employees develop attitudes, leading to a decrease in quality, commitment and productivity. Fear can be very motivating, but not to positive results for some time. Encouragement, on the other hand, a positive motivation, which is, is a reward in exchangefor a given behavior. This also returns is decreasing, because employees expect fair compensation based on contributions, and often there is a separation from what the employee needs and what is the employer willing to pay. Over time, people began gravitating to lose the desire (of intangible rewards such as respect, growth, knowledge, prestige and recognition to name a few) that ultimately control their internal motivation. The challenge isRecognition of the desires of each unique individual.
Here are 15 ideas have shown for long-term motivation:
1. Create a clear vision. Identify the organizational mission and goals, and make sure that everyone understands the rationale behind this and how they contribute to achieving the goal.
2. Departmental objectives clearly communicate and promote the contribution the employees what they can do to achieve them.
3. Try to compliment each of your directReports at least once a week.
4. Make the reward accordingly development of employees and the maintenance of the priority objectives of each manager and leader, and their success.
5. Ask staff for advice in areas where they have jurisdiction.
6. Involve everyone at all levels in the objectives and planning processes, especially if they are responsible for the results.
7. Let people know what is expected of them, and all you can do to be successful.
8.Develop a leader "servant" attitude, and will be for your customers, instead of being there for you.
9. Treat everyone with dignity and respect.
10. Standing behind your employees and back their decisions.
11. Show the courage to let your employees learn from their mistakes.
12. Take time to listen carefully to the interests of other people's opinions, concerns and objectives.
13. Meet individually with your employees, to clarify their personal goals and values, andhelp them identify the skills they need to achieve their goals.
14. Finding ways to enrich the jobs of employees, increasing their authority or control area.
15. Encourage employees to expand their comfort zone.
