Staying motivated and enthusiastic at work can prove difficult for many employees. While managers and employers try to push the company forward, keep customers satisfied, and improve the bottom line, they can sometimes forget that they also need to inspire enthusiasm and motivate their employees.
What they may not realize is that the real issue is not about inspiring and motivating, but rather about not demotivating employees. Most employees start a new job motivated and full of enthusiasm. It’s only after them having been working for some time that they lose this motivation. The key is to prevent that from happening and keep employees motivated and enthusiastic during their entire tenure—not an easy feat, but certainly possible.
So what can employers do to inspire enthusiasm in their employees? First, consider the main goals that employees want to reach in the workplace: to be respected and treated equally; to be proud of the work they do and be acknowledged for it; and to have good, productive relationships with their coworkers and managers. When they feel that they’re reaching these goals, employees are more likely to be enthusiastic about their jobs.
Here are seven tips on how employers can keep their employees motivated and wearing their rose-colored glasses for their entire time at the company.
A crucial part of keeping employees motivated and excited about their jobs is giving them a purpose they understand and are proud of. A mission statement or a set of department goals that truly speak to the purpose of all those hard hours of work—and not about the company making more money—can act as an effective inspiration tool.
One of the main reasons why employees lose their enthusiasm at work is because they feel that what they do doesn’t matter if the work doesn’t even warrant positive feedback from their managers.Something as simple as a department-wide e-mail thanking an employee for putting in extra hours over the weekend, or a mention at a staff meeting, can make a big difference in your employees’ level of motivation.
Nothing demotivates employees faster than having a boss who they feel is not on their side. A manager’s primary role should be to help his team do their job and make sure they are have the tools, input, and support to do it well. Talking with your employees, asking if they have any issues or questions, and representing their best interests to senior-level staff are all ways you can act as their advocate.
Employees want to get ahead in their departments, their company, and their careers. Having opportunities for personal and professional growth can help employees stay motivated at work. Provide them with specific and constructive feedback so they know how to improve their performance. Helping them do better will improve their self-esteem and the way they feel about their job.
Nobody likes being kept in the dark, especially employees, when it concerns their work. Communicating openly with employees will make them feel more included and respected. Of course, not every bit of information should be told to every employee every time, but having a policy of communicating the important details in a timely and professional manner is important to keep them motivated.
Keeping employees apart or siloed can lead them to feel like they’re not a part of the team, and can therefore affect their motivation. Encourage employees to work together and learn from each other. Camaraderie can go miles toward making employees feel like a part of something bigger. Plus, when they’re working in a team, employees can inspire enthusiasm among each other.
Finally, there are some instances when an employee simply does not want to work. These employees are not just unmotivated or unenthusiastic—they are basically “allergic” to work and will do anything to avoid it. The problem here is that their negative attitude can quickly affect the rest of the team and bring their motivation down. In these cases, managers should address the matter promptly and swiftly, even if it means dismissal (in most instances, there will be grounds for termination on the basis of their performance, as these employees will tend to underperform).
How do you keep employees motivated and enthusiastic in your organization?
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Employees start a job with enthusiasm, but in time they lose motivation. I have always stayed close to my employees and I have tried to support them. Discussing things with them is the perfect way to know their position concerning the company. I consider the employees’ requests and ask them what they need from management to feel more valued. Employees need to know that their points of view count. I try to give them constructive feedback, but I also acknowledge their effort to keep up the good work
Employees act as assets for the company. These are those assets who need to be motivated at every point of time when they are low. I being a HR try to get involved with the employee problems and try to sort out those asap.. They should not feel low for this I started a rule that if any employee feeling demotivated whatever be the reason he/she should mail us so that we can handle it separately and can bring out with a solution , so that employee can be retained and feel comfortable in the firm.
In my opinion, employees can be motivated constantly through rewards. But those rewards should be meaningful to them. This is why employers should try to get to know their employees. Celebrating both accomplishments and efforts can motivate employees in the long term.
I like to give freedom to my employees and encourage their creativity. When employees are not afraid to take risks, they become more creative. I encourage them to feel free to express all their ideas – bad or good. This can be a possible source of solutions for the challenges that the company encounters. Also, I encourage employees to reveal their mistakes because other employees can learn from them and not repeat the same mistakes. Over time, I have tried to find a funny way of doing this because I want to make employees feel comfortable with this idea.
Invite employees to become part of your vision. Empower them to be a force of change. Ask them to develop solutions to major business issues and give them a role and the responsibility for implementing the solutions.