is one of the most important challenges managers face today. With increased
competition and changing attitudes, having motivated employees is crucial
to increased productivity and the ultimate success of a company.
Since people are
the most important asset of any company, more and more organizations
are moving away from the traditional, autocratic management approach
for a more "democratic" stance -- making employees responsible for their
own work. Without the power to influence or control their workday lives,
few employees commit or "buy in" to the organization's goals. Work becomes
something that pays for the employees' avocations. Getting employees
to commit their best efforts---rather than simply putting in time---
is the challenge supervisors face in keeping their employees motivated.
The key ingredient
to motivating employees is "employee empowerment". Although the theory
behind employee empowerment has been around for some time, more and
more organizations are turning theory into reality by abandoning work
situations that dictate working conditions. Organizations that add responsibility
and flexibility to the workplace - the embodiment of empowerment-are
finding that their productivity and profitability increase. The resulting
surge of positive energy translates to the bottom line.
discourage empowerment, a "democratic" atmosphere and a "team" approach
de-motivate their staff and are destined to failure. Some of the characteristics
shared by these poor supervisors (bosses from hell) include:
- They're control
freaks. Poor supervisors delegate tasks, never responsibility, then
hang over your shoulder and criticize and second-guess every step
- They're possessive
- and what they want to possess most of all is you. Forever. Never
mind your needs. Never mind your ambitions. Never mind your future.
If it's inconvenient for them to replace you, you can kiss promotions
- They don't believe
in positive feedback. Words of praise are few and far between. When
it comes to criticism, on the other hand, they're too, too generous---
and the word "constructive" isn't in their vocabularies.
- They're wimps.
Poor managers don't confront, criticize or tell us anything we don't
want to hear. They don't have the nerve for one thing, and they haven't
the time, either-busy as they are sabotaging their employees in sneaky,
- They're insecure.
They play themselves up, put you down and take all the credit. But
if something goes wrong they let you take all the blame.
- They're workaholics
- and expect you to be, too. Because their life is out of balance
they resent the fact that their employees have a personal life at
- "You don't need
to know this" is often heard. Teamwork and a feeling of belonging
are not part of the culture.
above best describe a "boss". To truly motivate one must become a leader.
A leader leads people; a boss directs and manages things.
According to many
surveys the "bosses" idea of motivation is to give their employees more
money and they'll be happy. This couldn't be further from the truth.
Although they will like the money and maybe stay in the job --- if they
don't like the work or how they are treated --- money will not change
their level of motivation.
On the other hand,
the leader realizes one of the major motivating factors to get employees
to perform at their best focuses on appreciation and recognition.
While money is important
to employees, what tends to motivate them to perform at high levels
is the thoughtful, personal kind of recognition that signifies true
appreciation for a job well done.
The best way to
provide recognition and appreciation is through the use of rewards.
To make our rewards work, we must first follow certain basic guidelines:
- Design rewards
based on the individual's personal preferences. For example to reward
a workaholic with a day off could be seen by the employee as, "What
did I do wrong?" instead of a show of appreciation as it was meant
to be. To really understand what is important to each employee it's
essential to get to know each employee well and find out what they
think are important rewards.
- Reward for achievement
- Rewards should be based on what was actually done. For example,
if someone has given you an idea that has saved you money, that person
should get a bigger reward versus someone who just did you a small
- Time your rewards.
Rewards and recognition should be given as soon as possible after
the desired behavior. Reward and recognition that come long after
the achievement do little to motivate the employee.