Motivation is considered to be one of the most important contributing factors to high levels of employee engagement and satisfaction.
However, as illustrated below, motivation must start from the top in order to be most effective.
Research shows that the modern work environment has drastically changed. To illustrate, workplaces are more complex, markets are more volatile and younger generations are more demanding. Therefore, executives must carefully manage their company culture.
Industry icons, such as Apple’s Steve Jobs, were famous for their charismatic ability to inspire employees and customers alike to seek excellence and pursue their dreams. Consequently, executives must play a regular, proactive role in communicating with employees.
Visionary executives who non-invasive methods to appeal to their employee’s emotions will enjoy higher levels of teamwork, production, and employee satisfaction. Thus, executives must make constructive motivation a top priority for management.
Motivation from Management
Research from Gallup clearly shows that managers influence almost 70 percent of critical business variables such as productivity, performance, and profitability. Even more disheartening, approximately 70 percent of employees are not engaged at work.
This means that the majority of employers are disengaged and indifferent to their work.
Managers play a key role in determining employee engagement and satisfaction levels. Gallup’s research shows that accurate and meaningful communication is extremely important to employees. A healthy business relationship will include daily face-to-face communication, not randomly vague emails.
Clearly, executives must set the expectation that management will invest time and energy into daily interaction with their subordinates. This will identify and resolve many problems before they become serious issues.
Proper Performance Management
Members of upper management rarely receive formal performance reviews like regular employees. Therefore, they often fail to understand how annual performance reviews can affect an employee’s motivation and job satisfaction. Annual performance reviews can create intense emotional pressure and apprehension.
Managers tend to view performance reviews as just another task to complete.
However, performance reviews are an important opportunity to review progress, set goals, and get excited about work. Executives should model engaging and productive performance reviews through formally meeting with management and helping them to set their own goals.
Nevertheless, performance reviews are of little worth without quarterly follow-ups with employees. Regularly meeting with employees will reinforce their commitment to growth and the company.
Executives need factual data in order to better understand their employees. Fortunately, there are excellent ways to glean insightful data about employees. For example, HR software programs can create customized reports that detail important employee metrics.
First, there are financial reports such as:
- Cost per hire
- Turnover cost
- Training investment
- Recruiting cost ratios
Turnover costs equal the total amount accrued through separation, vacancy, replacement, and training. High turnover and hiring costs can financially weaken a company because every hire may cost between five to 10 thousand dollars.
There are other important metrics, such as turnover, absence, and vacancy rates. Turnover rates exemplify the state of employee engagement and satisfaction. Executives should consider also performing quarterly employee satisfaction surveys.
Executives should consider unique employee appreciation ideas. While they do not have to be expensive, perks are an excellent way for upper management to demonstrate their commitment to employees.
For instance, flexibility is an abstract concept that matters a lot to employees, who may be single-parents or returning to school. Management should embrace flexible scheduling as a way to motivate employees to increase efficiency and production.
Once employees understand that they are empowered to manage their workload, they will be more responsible and willing to go the extra mile.
Motivation is a deciding factor between high employee engagement and high turnover rates. In order to properly increase motivation, executives should use customized reports created through HR software.
So, how are you as a leader allowing your strengths in motivating your followers to work to influence them to motivate others? What are some of the steps you can take today or tomorrow to step back from your daily routine and think about how you can better increase your motivation for others to follow? I would love to hear your thoughts!
Never miss an issue of Linked 2 Leadership, subscribe today!
Learn, Grow & Develop Other Leaders™
Image Sources: mediaassets.knoxnews.com