Motivating Employees

Theory and applications

MOTIVATION

What is motivation?

MOTIVATION = Willingness to exert high levels of effort toward the organizational goal and also satisfy some individual needs as well.

Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.

Motivation is the art of getting people to do what you want them to do because they want to do it.

WHAT MOTIVATES PEOPLE

External Rewards

• Salary

• Working conditions

• Benefits

• Environment

Internal Rewards

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

WHAT MOTIVATES PEOPLE

• Employee engagement

• Challenging job profiles

• Keep them self-motivated

• Good projects

• Job rotation

• Job security / stability

• Good team, co-workers, bosses

In addition to the external and internal awards, have:

But what happens when there is not enough motivation among the

employees?

LESS or NO MOTIVATION = DEMOTIVATION

WHY PEOPLE LEAVE

Top Reasons why people leave their jobs

Learning Opportunitiesto learn new skills

Feedback, especially for trainees

Coaching and feedback by managers

Bad Bosses

conflict with the boss as one of the top most reasons for the departure of top performing employees

THEORIES ON MOTIVATION

Maslow’s

McGregor’s

Vroom's Expectancy Theory

MASLOW’S HIERARCHY OF NEEDS

Physiological needs(air, water, food, rest, exercise,etc)

Safety needs(shelter, job security,

retirement plan, insurance)

Love and belonging(children, friends,

partners)

Self esteem(fame, recognition,reputation, dignity)

Selfactualization(Confidence,

achievements,freedom)

MCGREGOR’S XY THEORY

Vroom's Expectancy theory

HOW YOU CAN DO IT IN YOUR

ORGANIZATION

MOTIVATING

TRUST Respect, communication, credibility

PRIDE Work related to the person

COMPANIONSHIP Team building exercises, promoting team work, contests, create communities

STRATEGIES FOR MOTIVATION

• Positive reinforcement

• Effective discipline

• Treating people fairly

• Satisfying employees needs

• Setting work related goals

• Base rewards on job performance

Four basic elements of executive compensation:

• Salary

• Short-term incentives

• Long-term incentives

• Employee benefits

EXECUTIVE COMPENSATION

EMPLOYEE ENGAGEMENT

• Customized training programs

• Help people build trust and pride.

• Play hard, party hard

• Encourage community building

• Follow a good feedback and appraisal system

• Give everyone clear goals

• Maintain mentor-mentee relationships

• Follow shared responsibilities towards each other.

Why is employee engagement important?

• Engaged Employees Loyal Customers Bigger Profits.

• If the staff are motivated then the customers will be happy

• The shareholders will then benefit through the company's success.

EMPLOYEE ENGAGEMENT

• Notice each individual

• Say Thank-you, even a smile can make a big difference.

• Make staff feel respected and valued

• Share your experience and knowledge

• Be confidence about people.

• Be honest and trustworthy

• Don’t take personal credit for their success

• Create a blame-free culture

• Set developmental goals

• Make work fun!!

Conclusion