For many managers, maintaining employee engagement and morale can be a difficult challenge. Especially when a manager has a high-producing team and one that is seemingly satisfied in their jobs.
However, motivation can greatly fluctuate for various reasons and sometimes managers are left to determine how to get good employees to reconnect and reenergize. Employees that are committed to the business may be getting the work done but it may not be their best work. They may seem to be more sluggish than normal or not as actively engaged in day-to-day operations. This can lead to eventual frustration and burn-out.
Managers have to monitor team members’ behavior and make an intentional effort to understand what motivates each member of the team. For some employees, the opportunity for a future raise or promotion is enough – ambition is the ultimate motivator for them. Managers should be sure to maintain constant communication with these employees to understand their goals and motivating drivers so that they don’t lose momentum or interest when these aspirations take longer than hoped.
Smaller rewards and recognitions could help such as a small gift card, lunch, or even verbal or written encouragement.
For other employees, motivation is found in new challenges or opportunities to work on new projects. With ongoing communication, managers can learn about these team members’ interests and keep them in mind when new opportunities arise.
When employees are able to clarify the aspects of their job they like and the goals they are striving to achieve, and find a supportive partner in their boss to help them get there, team members remain motivated and managers increase retention.
People naturally want to improve and grow, so if managers can identify the what and how, then they can work with team members to focus on those areas.
Employees want to feel a sense of autonomy – control over their situation and future. A manager that works with team members to help them develop goals and action plans are not only able to help a team member feel empowered but feel a greater commitment to the organization, which is critical to combat the Great Recession.
Everyone wants to feel like they are good at what they are doing so it is important that managers help employees feel confident. Work with employees to identify strengths and opportunities to develop skills that will help them improve performance. According to Gallup, 71% of employees who believe their manager can name their strengths feel engaged and energized by their work.
When employees are surrounded by a supportive team, they can feel more enjoyment in their work, and better connection to the organization, driving motivation and engagement.
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