The motivation among French employees is currently at the heart of human resource management.
And for good reason, lack of engagement at work results in poor performance of a company as well as increases the rates of turnover and absenteeism. It is estimated that a third of employees would seriously consider leaving a company in the near future due to lack of motivation.
It is, therefore, important to motivate employees every day. Here are the 7 key motivational factors at work!
Why maintain a high level of motivation in the workplace?
The success of a business is not only measured by its bottom line. It also depends on the human resources, the happiness and well-being of employees. Employee motivation has several advantages for a company. First is the investment, which improves performance of work. An employee who is motivated is an all-time efficient worker for whom achieving company goals is very easy.
Thus, performance would result from the additional professional skills, motivation at work, and clear operational goals. Meaning, motivation and performance go hand in hand.
Not to forget that demotivation is costly. Apart from the declining productivity, the phenomenon is associated with high turnover rates and absenteeism, which involve replacement charge and costs of hiring and training new employees.
On the other hand, a high level of motivation ensures great performance and a good working environment, which results in reduced expenses. Motivated employees always give the best of them, the overall benefit will be for the company. So how can you keep your employees motivated?
Difference between Intrinsic and Extrinsic motivation
There are two common types of motivation at the workplace today:
Intrinsic motivation: the action is motivated by the interest and pleasure that an individual feels in taking the action, without expecting any external reward. This could be the case in a stimulating working environment. An intrinsic motivation would involve an employee helping others in order to complete tasks or ensuring that company goals are achieved, just to feel organized and helpful.
Extrinsic motivation: This involves action guided by external elements such as reward or recognition by the company.
The 7 motivational factors at work
1. Accountability and autonomy at work
In order to be motivated at work, an employee must be empowered. This means that the organization trusts him or her. The empowerment then trickles down to autonomy. In order to achieve the double-edged squad, the local manager must be able to set clear and precise objectives for the team. It is then up to the employees to determine the most suitable path to reach them. A good manager, therefore, indicates the “what?” “when?” and “why?” but let the employees decide on the “how.”
Studies have shown over the years that autonomy in the workplace leads to great effects on job satisfaction and workplace well-being. Employees who have autonomy show increased levels of motivation, happiness, and creativity. Managers also understand that supporting autonomy can result in optimal productivity because of the employees’ willingness to perform a particular task. Other associated benefits of autonomy include feeling psychologically healthy, being able to perform one’s responsibilities, and having secure work relationships.
2. Recognition and valuation of the work provided
Recognition of employees and the work provided have real motivational effects in a company. This could involve recognition of professional qualities by assigning employees tasks corresponding to their aptitudes, as well as the appreciation of investment in the results or projects. This type of recognition not only translates into encouragement, but also in salary increment and bonuses.
In an analysis by Gallup, only 1 in 3 employees attest that they receive recognition for doing a good job. It is not uncommon for most employees to feel that most of their achievements are ignored. Employees who do not feel recognized always consider quitting for better employment opportunities. Recognition at the workplace not only motivates, but also offers a sense of accomplishment and enables employees to feel valued at the company, thus, promoting workplace wellness. Recognition is associated with employee engagement, it also increases loyalty and productivity, which results in higher employee retention.
Beyond the individual employee, recognition also sends signals to other employees about the benefits of success. This way, it acts as a personal reward as well as a reinforcement opportunity for desired hard work culture.
3. Pleasant working conditions
Employees spend most of their time at work. This is about 35 hours a week, not considering the multiple trips. Therefore, 79% of employees value the quality of life they have at work more than their compensation. This means that organizations should make efforts in promoting good understanding among colleagues.
Indeed, team cohesion results in professional growth, which translates to motivation in the workplace. Cohesion in the workplace translates into transparency, effective conflict management, equal treatment of employees, a culture of collective intelligence and training sessions.
The working environment should make work interesting. Managers should place simple things like natural lighting, plants, and pictures in the surrounding to alleviate stress. Offers like coffee, tea, and snacks can equally go a long way to make employees feel welcome. Although it is right to assume that employees should be motivated to complete the task in their job description, a poor environment demoralizes them, and may result in no motivation at all. The manager should take the lead in creating the right environment for employees.
4. Good work/personal life balance
Unlike their elders, Generation Y (people born between 1980 and 1990) is particularly sensitive to the issue of work-life balance. If 93% of employees are concerned about this balance, they are also nearly 64% to consider that their management is not doing enough to help them reconcile work and personal life.
How can this fragile balance be ensured in practice? By establishing teleworking or “One Thing” type operations, such as finishing an hour earlier a few days in the week, having an artistic hobby or attending personal development workshops.
Employees who have work-life balance experience a lot of benefits. First, they are able to enjoy their private lives. If employees feel overwhelmed, they would suffer from burn-out which may result in poor performance. Thus, getting a balance between the two spheres of life brings employee happiness and well-being. For the company, the balance will lead to better performance. When employees feel well-rested and healthy, they will do their best to produce satisfactory results.
5. Motivating remuneration policy
Although pay is no longer the main source of motivation at work, it is still important. The remuneration for motivated and invested employees must therefore be fair. In line with the skills and investment of the employee, the position held and length of service. Also important is fairness and equal pay with peers of equal skills, seniority and positions.
Compensation packages can have a great impact on the level of employee engagement. With high compensation, employees are able to possess a sense of satisfaction, and in return, incentivize them to be better performers. Common areas of motivation include retention, job satisfaction, work productivity, and prospective recruitment.
6. Development of professional skills
42% of millennials affirm they’re ready to leave a company if they don’t learn fast enough. Therefore, the implementation of a professional skills development plan is essential to motivate talent. Indeed, a company with real development opportunities is a motivating company for its employees. And for good reason, centering the corporate culture on a process of continuous learning and development of the skills of each employee creates a positive climate and a constructive working atmosphere. In other words, by investing in skills development, you increase the motivation of your employees. Not only do you consider and value them, but you also provide them with development prospects.
7. Benevolent and participative management
It is inconceivable for a manager to stay in his ivory tower. And for good reason, an available manager is a great source of additional motivation. The manager must therefore be present in the field to support employees in their daily tasks, motivate their employees and identify points of tension. Sharing ideas with employees will not only uplift the company’s efforts to achieve goals, but also increase talent base.
In addition, a local manager must listen to his teams in order to create links. This requires active and attentive listening to needs and areas of professional motivation, but also to the difficulties encountered. This listening also implies good internal communication for a better management of feedback afterwards. Mastering verbal and non-verbal communication, but above all non-violent communication, is therefore essential.
Professional coaching to maintain a high level of motivation at work
As showcased in the above content, different motivational factors and employee involvement are linked directly to the management style adopted by a company. Be it valuing of the work done, accountability, cohesion among team members, or proximity management, the manager remains the key determinant of motivation. However, not all managers have the experience or adequate training to take up the role of improving motivation at work.
Fortunately, managers have the opportunity to improve their skills. This is why CoachHub offers its professional coaching solutions to management teams so as to unleash the individual potential of every employee. Through a personalized coaching program, our experts can make sure that employees develop the interpersonal and managerial skills needed to become better managers. Thanks to the persistent relationship created by the coach and the result orientation, your company will be able to witness profess and behavioral changes quite quickly.