Why Managers Need to Embrace Employee Motivation

It sounds easy. It sounds simple. It sounds like you’re probably already doing it. I’m sure you are. We all are. Aren’t we?

February 12, 2021

It sounds easy. It sounds simple. It sounds like you’re probably already doing it. I’m sure you are. We all are. Aren’t we…?

Let’s talk high level before we go into specifics. According to Gallup employees who are not truly satisfied with the companies work environment and aren’t giving their role the full attention it deserves and needs costing companies between 960 Billion and 1.2 Trillion in the US alone – those figures are staggering.

Whether or not you believe in these astounding numbers, the concept should resonate, motivated employees perform better.

Person looking at the size of a mountain
“Believe in yourself! Have faith in your abilities! Without humble but reasonable confidence in your own powers, you cannot be successful or happy.” — Norman Vincent Peale

Confidence coming from your employees drives better product. Confident employees drive the culture and fill the workspace with a win and fun-filled air. The old model of management is outdated. Sorry, Boomers you can’t just manage anymore, you have to motivate. You have to really take an investment in your employees. What makes them tick. What sparks their curiosity and drive. Their ambitions. That will drive success and in return transform not only the office but the bottom line in an amazing way.

Here are a few common tips for this new world order of motivation:

Discuss employees work contribution and its impact

Employees want to know that if they work incrementally harder that their work is not only appreciated but makes an impact to either the top line or bottom line.

Set goals and celebrate the goals when they achieve them

Millennials are part of the instant gratification generation. They need consistent back patting and if an extra bit of recognition keeps the employee engaged, then that’s exactly what a leader should do.

Don’t keep your employees in the dark, over share with them, follow up with them and recognize them for their hard work.

Often employees like to know why. “What is the goal of this project? What I’m working towards. WHY are we doing it?” Employees want to know company wide/executive goals, financial metrics, proprietary information and what path the company is heading down. Of course, there is a limit to what every employee should know, but knowledge is power, and knowledge is an incredible motivator.

Bottom line is, motivate your employees. Give them what they need to show up day in and day out and be excited about what they’re doing and why they’re doing it. See what the results are. Take a step back and make it part of your routine to recognize hard work. If employees aren’t recognized and motivated, how long do you think they are going to stay at your company?