What motivates employees to work harder and stay longer?

Purpose is a profound and often deeply personal concept that relates to the reason for one's existence or the significance and meaning of one's life. It goes beyond the day-to-day tasks and routines. For a manager to help each individual align their sense of purpose to the company goals, they have to lead them to feel like they are contributing to something larger than themselves. The power of contribution is an important lever the leader can use to invest in individual's growth & maintain motivation. When employees feel recognized and get the sense they have room to grow with the organization; they are more likely find a sense of fulfilment that will help build loyalty. It's important to note that the loyalty is expected to go both ways.

Motivation to work hard, stay longer and be loyal to company differs from person to person. In general the motivational factors are money, respect, recognition, development in career and differentiation from non performers. But loyalty must be from both sides. There is a chance of committing mistakes and sometimes performance may be low, due to personal problems. But, we need to spend time to study persons and allow them to let out their emotions and thought process,. We can also mould people to orient towards company's goal. Finally, initial induction training need to be well formulated for better results. At the end it is give and take process only, the truth of life.

Definitely purpose and vision. I would like to see where the company will be and match with my life purpose. If it is matching, this would be perfect combination regarding to performance.

People should not be micromanaged. Organization hire a person when they found her/ him accountable for specific area or field therefor person should have a liberty to work which builds trust both way. People who are valued and recognized for their work stay for longer tenure.

The importance of purpose for the work done by the organization & its people is a powerful yet under-utilized tool. When the company stays true to its vision & the employees feel they are contributing to a greater good; they feel they are a part of something important & are willing to work for it.

There is always a debate of what is more valuable, is it the Process that binds every one into expectations or People, that may or may not follow the process. However, the distinction is very simple, a process sets a framework of the task and people are the ones who actually do it. Some people have the skill to do a task better without following any framework and they should have that trust and space to do so, in order to foster better processes and eventually results.

Autonomy in the workplace can have many benefits, including: Innovation: Autonomy encourages employees to find creative solutions to problems, which can lead to innovation. Leadership skills: Autonomy encourages employees to develop skills like independent thought, problem-solving, and teamwork. Productivity: Autonomy can boost productivity. Job satisfaction: Employees with more autonomy are more likely to enjoy their work and report higher job satisfaction. Work-life balance: Autonomy can help employees balance their work and personal lives. Employee retention: Autonomy can improve employee engagement, which is linked to employee retention. Self-worth: Autonomy can boost employees' self-worth and individual value.

By creating a sense of belonging, team members will be more motivated to stay. I have found that by being present, listening, and being supportive of each team member's needs helps them feel like they are a valued member of the team. Turnover goes down and employee satisfaction goes up!

In order to be effective in an organization, the concept of autonomy must be employed within well-defined constraints. Systems and processes enable the clear communication of required actions that keep the organization moving forward. Constraints enable focused creativity to take place, which empowers employees to think outside the box, while moving in the right direction. When roles and responsibilities are well defined support of systems, autonomy can most effectively occur. A system also provides a foundation to build on for continual improvement and modifications as inputs and outputs change. Promoting autonomy is done by keeping processes simple (KISS) and developing leaders that don't micromanage.

I consider that the relation with the direct manager is one of the most important factor for the motivation or “demotivation” of any of us. When the manager doesn’t show trust, uses all kind of methods just to get things done, only pretends to care about people, take credits for the success and blaims others for failures, good and talented people leave the companies. The one’s that have or take the same bad habits will stay and enjoy it, as they learn how to manipulate and be fake just like their boss. Or the good people just suffer until they understand there is a better way to work or to live. Of course recognition is very important but if it is done properly, in a fair and transparent way.

Recognition is one of the key factors employees mention as one of the drivers of their happiness at work. However, not all forms of recognition carry the same significance. In this framework, I address the fundamental physiological requirements and progress towards higher-level psychological and self-fulfillment needs. 1. Basic Recognition: Need for acknowledgment and value. 2. Social Recognition: Validation from peers. 3. Achievement Recognition: Acknowledgment of skills and competence. 4. Self-Actualization Recognition: Validation for creativity and personal growth. 5. Transcendence Recognition: Acknowledgment for societal contributions. Leaders are encouraged to assess the stage at which each of their team members currently resides.

Actually, Recognition can also help employees feel good about their performance, put them in a better mood, and lead to greater job satisfaction. It can also help employees build a sense of security in their value to the company, motivating them to continue great work. Increased productivity and engagement Decreased employee turnover Greater employee satisfaction and enjoyment of work Improved team culture Higher loyalty and satisfaction scores from customers Increased retention of quality employees Decreased stress and absenteeism

Recognition and appreciation play a crucial role in motivating employees. When workers receive acknowledgement and rewards for their efforts, it boosts their confidence, pride, and motivation. Recognition can be in the form of verbal praise thank-you notes and/or emails, constructive feedback, celebrating accomplishments publicly or organising social events to celebrate their small success.

Praise in public often and regularly. Provide feedback in private while highlighting contributions and a plan of action with accountable actions for both supervisor and employee. Strive for humility and glorify the strengths of individuals and their contributions to the effort. ? Our organizations do not exist without the people that enable it to function. We must honor and develop our employees as individuals, and recognize our inherent, intangible human nature that must be respected.

We are going to spend more than 1/3 of our time at the office and some people more than 1/2. If people don't have good relationships with the team then why do they enjoy their time in the office & why do they put their heart? Managers need to spend time on this. Have conversations not only about projects but other things too like what they want to achieve in their life. what do they want to learn? what they are expecting from the team, from you and from the project they are working? Spend time together as a team by doing small parties, doing lunch together etc.

Having one or two close friends at work is a huge reason why people stay. But that doesn't mean you have to force relationships on people or go overboard on ping-pong tables in the break room and parties for every small event. Let people bond over the work they're accomplishing, the natural conversations that come up, and the things they plan outside of work.

The leader is always the one to set the tone. If any leader wants his or her team to be a close knit unit that trusts and respects each other he or she must emulate that in their actions and not only their words. They have to go out of their way to demonstrate the importance of team bonding and supporting team members in their time of need. The team members will pass this on to others.

Few things sap motivation as effectively as the absence of learning opportunities or potential for career advancement. On several occasions, we've lost valuable team members because we couldn't offer the environment they needed to thrive in their professional aspirations. While guiding your team towards growth and improvement is essential, it's equally critical to reward them for their efforts.

Working harder doesn’t always get the needed outcomes. How do we enable and empower employees to work smarter? - give them the tools and training to build mastery in their craft - allow them time to use these, and the space to learn from mistakes - reward them for delivering smartly; publicly recognize the achievements - provide them confidence that owning up to your weaknesses will not be judged for performance, when they exhibit a growth mindset - encourage them to have a life outside work - understand the needs of every person via a strong manager community, and ensure any rewards/merit increases are fair plus competitive When it comes down to staying longer, it is about absolute basics like the above. People stay when they feel good!

The power of responsibility. People are motivated by being given the opportunity to create success and very often go the extra mile. As leader, you need to ensure that they succeed: being hands-on to the appropriate experience level of the employee or team is critical.

Relieve the system of pressure. It's a common observation that good individuals tend to quit when faced with excessive pressure. The creation of a masterpiece of art is an unlikely outcome under stressful conditions. Deadlines and targets should be set realistically. Another crucial point to consider is that every individual is unique, and their motivation evolves with age and life circumstances. Younger individuals thrive on challenges and rewards, whereas middle-aged individuals prioritize work-life balance. Conversely, senior employees primarily seek respect, recognition, and positions of authority. If organizations and management can acknowledge these distinctions, employee retention will cease to be a concern.

First, the question need to be rephrased. Making people work harder and longer should not be the objective of any organization. It’s important that employees are inspired, motivated and empowered to do the responsibility assigned. Here are key steps to do that: 1. Answer the “what’s in it for me” question for the employee 2. Understand the personal goals and take effort to align it with the company goals 3. Set clear expectations and objectives and establish a measuring mechanism 4. Have a open feedback loop in the process 5. Do not micromanage, provide autonomy in the day job 6. Recognize timely and in a open environment

A great team, exciting work, rewarding system, an encouraging leader & the company's vision are some of the factors that help in overcoming the so-called "Monday blues". Yes compensation plays an important factor but is not the only factor. When an employee feels pride in doing his work & speaking about the company; you know that the employee is going to perform no matter what task is offered.