There is no secret that motivated employees are the key to business success, but do you know why that is? Actually, the answer to that is quite simple. Humans, among all animals really, are a rewards-based species. If we perceive a reward, we will work until gratified. However, motivating employees can be seen as a two-tiered process. Begin with a rewards system that encourages employers (increased profits) to seek ways to encourage employees to reach rewards that are important to them.
A Tailored Rewards System
While some rewards are expected among most of your employees, such as greater earning power, that may not be what kindles a fire in all employees. With that said, employees should be allowed to pick and choose the rewards, or the benefits, they prefer. An interactive benefits platform like Zest can enable employees to select the company benefits they want to receive.
Zest is a software platform that rewards (benefits) both the company and the individual employee. Eligible employees can choose the level and type of insurance and other benefits offered by the company by logging into their dashboard. The house (company) sees a significant reduction in the number of manpower hours utilised by HR. This is a prime example of a two-tiered approach to motivation.
Recognise Them for Their Efforts and Accomplishments
Recent surveys have shown that many employees feel undervalued or unimportant to the company they work for. Upon leaving a job, they cite being unappreciated as their primary complaint. There are several ways to recognise critical employees each month, and this is the very principle upon which the employee of the Month program came into existence. Companies should understand that employees will be motivated to achieve if their accomplishments are recognised. Sometimes recognition for a job well done is motivator enough!
Open the Door to Two-Way Communications
Just as today’s consumers want better engagement with the brands they shop from, so do today’s employees who wish to better communicate with the company they work for. The software platform mentioned above is one way to open the door to two-way communications. There are apps within the platform that form a messaging system that is faster, easier and much less expensive than setting a face-to-face meeting with HR, for example. Just be sure to answer all queries; otherwise, there is no dialogue. Everyone wants to know that they have been heard. In fact, knowing that the company values their input is a crucial motivator for most employees. That leads to increased performance which, in turn, is the company’s motivation. It’s an interesting symbiotic relationship, isn’t it?
Seek Employee Input
Another key way to show you value and appreciate your employees is to actively seek their input. This can be done in several ways. Some companies still have a Suggestion Box, but in today’s hi-tech, digital environment, that box is located in cyberspace. Create a Suggestion Box that can be accessed by every employee, from the lowest-paid hourly worker to team leaders and managers alike. If you are willing to hear their suggestions, you must value what they have to say, bringing their importance within a company up a level or two.
Develop a Team Culture as Your Brand
There are few people who will readily admit that they like being loners, for all intents and purposes. Humans want to be part of a group and actually long for companionship. By creating a brand built on a team culture, everyone is part of the group. Every employee is an active, important part of the team, and by working together, great things can happen.
While each employee may have varying levels of these motivators, it is safe to say that which motivates one will motivate most. By opening the door to communications, you can better understand what motivates your team so that you can set up rewards accordingly. It’s actually more straightforward than it sounds.
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