Excel Formula To Calculate Number Of Paychecks Left In Year The 3 Factors Needed To Have Highly Motivated Employees

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The 3 Factors Needed To Have Highly Motivated Employees

Motivating people is an important and frustrating topic in business today.

That’s because we think of employee motivation as something that managers/CEOs/business owners are responsible for. The problem is that you’re only half right. Or indeed a little less than half right.

Let’s start with the 3 things needed to motivate employees.

1. A “positive climate” workplace.

2. Management.

3. WIIFM.

A positive workplace environment is everything outside of your immediate management. Is it a good place to work because of benefits, location, environment, and policies? Employees are understanding and engaging in the organization’s business strategy. Is it an environment that “values” their employees or considers them a high cost burden? Are there good feedback and support mechanisms to empower workers?

Please note that I am writing about organizations that walk the talk, not just have written policies or a bunch of placards that talk about how important employees are, but the day-to-day truth is the opposite. That kind of company is actually worse than having no policies at all, because you’re effectively lying to your people and undermining any trust you might have.

By providing a positive environment, you maintain an employee’s workplace wants Coming is a strong motivation.

Second important is motivational management and more importantly immediate management. Studies show that the main reason people leave a job dissatisfied is because of a poor relationship with their immediate manager. An effective manager empowers employees, builds strong teams and builds respect and trust within and for the organization. A poor manager is toxic, and your best people are the first to leave. Sitters are unlikely to be strongly motivated to perform.

A good manager encourages people to be more and do more, challenging them, keeping them interested and excited about their job/career. They become positive influences in the lives of their employees and create strong motivation to do well and excel.

The third and most important motivator is WIIFM. Standard “What’s in it for me”? If the job/career/position does not match the worker’s personal goals, the worker is not highly motivated. Everyone from the CEO on down has to feel that what they are doing is somehow furthering their personal interests, be it income, time, ego, whatever. The closer the position is to the individual’s goals, the greater the motivation they will have to do well at work.

The interesting part is that while WIIFM is the most important motivator, it may be the least understood, even by employees. Quick test. Find the person in your field who is highly motivated, happy and focused on your organization. Ask them what their personal goals are and they will have a very clear idea. And there’s a good chance that what they’re doing now is helping them meet those personal goals in some way. Now find the least motivated person, the most dissatisfied person in the organization. There is a good chance that this person could not even define their personal goals or if they could, it would probably be unclear what they are doing right now.

You will consistently find a highly motivated artist to know “what they want out of life.” The artist will be very clear about how their position in the company is helping them achieve that. Have you ever seen that sudden turn in the artist’s resignation, moving forward? You don’t have to look far to realize that, for whatever reason, their position within your organization no longer aligns with their personal goals. Sometimes that just can’t be helped. But if you have a good honest relationship with that artist, it’s a good bet you’ll have it coming. And steps you can take to ensure you’re aligned. If not, at least you know what you can do.

It is also important to understand WIIFM incentives. If you encourage an employee that doesn’t have much of their WIIFM, you’re not motivating them. An example might be that a team gets an extra day off if they meet their goal. If some members (or even a key member) could care less about a day off, they may not be motivated to put in that extra effort and pull the team’s performance.

These 3 factors are not the same. WIIFM is about 51% persuasive. In other words, even if you have a great place to work and a great manager, you won’t have a motivated employee if the work doesn’t align with the employee’s personal goals. Really, they could care less. Sound like someone you know?

Of the remaining 49%, good immediate managers make up about 40%, leaving 9% for the workplace. You can have a great company, great environment and great HR policies, a toxic manager will reject them all in a heartbeat. If your people aren’t looking for another job or at least not looking to transfer, you’ll have a department, division, etc. that keeps its head down and does the bare minimum to avoid getting into trouble.

So how do you motivate people? If the majority is WIIFM, how does an organization get productive workers except by luck? It comes down to effective management.

First, a manager is a good manager, but a truly effective manager understands his people as a group and as individuals. An effective manager treats each individual differently, but with a degree of group consistency. An example would be that Fred likes to be told what to do, then left alone and praised privately when he does a good job. Mary may like to give her work, but her manager sometimes asks her to see how she’s doing and help her if needed (which drives Fred crazy!) Mary also, although she won’t admit it, publicly “attaboys” her at group meetings. would love to receive. Joe is a single dad, so flexible hours are really important and his fanny will work while he’s there. Susan likes prizes that add a few dollars to her paycheck. Bill is looking to move forward and could use a counselor. Each person has their own WIIFM and the closer an effective manager can get to satisfying each WIIFM and supporting each individual’s individual goals, the more employees will feel it is the right job at the right time, happier and more motivated to ensure it continues. the way

By providing a positive environment, effective management and opportunities to reach individual goals, you create strong motivation for each individual to work toward organizational success. And this is a great position for everyone.

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