Most organizations want to employ highly qualified workers and keep those employees devoted and productive. Therefore, most business owners, managers, or supervisors understand that it is intrinsic to have highly motivated employees. Money is not the only employee’s motivation because other factors like creating an ample working environment, creating room for learning and development, encouraging teamwork, eliminating dissatisfaction, flexibility, and giving rewards ensure a happy and motivated workforce.
First, companies with a motivated workforce concentrate on creating ample workplaces for their workers. Furthermore, employees devote the vast majority of their daily lives to work. Organizations should ensure employees feel at ease whenever they are at the workplace. They should also offer incentives and provide clean and hygienic work premises to make workers feel comfortable while working (Milne, 2007). An organization should generate a way to handle its employee failure, a working custom that allows workers to accept their mistakes without being worried about humiliation and harsh punishments.
Secondly, training your employees make them feel they matter to the business. The subordinates feel employers understand their potential and capabilities, and there is room for advancement within their duties. According to Manzoor (2012), workers stay in an organization where employers motivate them. Thus, it is crucial to carry a skill assessment because it enables the employer to identify missing skills and cogitate what skills like resilience, agile working, among others, will be intrinsic in the future.
Thirdly, an organization should encourage teamwork and eliminate dissatisfaction in the workplace. Teamwork teaches fundamental life lessons that are essential in the workplace. Subordinates develop a habit of trusting each other, working efficaciously, being assertive, and empathetic.
Teamwork nurtures knowledge, devotion, individualism, a healthy competitive urge, and a sense of belonging. Employee’s collaboration leads to innovation, productivity surge, and magnificent work outcome (Antikainen, Mäkipää & Ahonen, 2010). Motivation is also tangled to job satisfaction. Supportive leaders need to eliminate any sources of dissatisfaction in the workplace. These dissatisfactions include intrusive supervision, excessive paperwork, among others.
A manager should also allow subordinates to explore and come up with new inventions and avoid routines. According to Mazerolle & Goodman (2013), offering flexible arrangements allows your workers to uphold a healthy work-life balance. As a result, they can meet family needs, personal duties, and life obligations. Finally, it doesn’t cost much for an employer to gift an employee of the month with small gifts such as plaque and coupon to create real motivation, primarily when recognition occurs in front of the group (Milne, 2007). Recognition and reward regularly remind subordinates that they are valued and appreciated, helping them balance short- and long-term goals.
In conclusion, although many view higher salaries as the massive motivation in the workforce, it is a clear indication other intrinsic factors keep employees morale boosted. An organization where employees get rewards for their hard work, work as a team, have a positive work environment, and have freedom of interaction creates a happy and motivated workforce.