How to Motivate Employees Post Honeymoon Phase Part 1

How to Motivate Employees Post Honeymoon Phase Part 1

Every person has different motivations for working at a job. The reasons for working are as individual and unique as the person. However, most people work because the workplace provides something that they need from work. The something that you obtain from your job impacts your morale, your motivation, and the quality of your life.

Some people work for their love of the work; others work for personal and professional fulfillment. Other people like to accomplish goals and feel as if they are contributing to something larger than themselves, something important, an overarching vision for what they can create. Some people have personal missions they accomplish through meaningful work.

Others genuinely love what they do or the clients they serve. Some like the camaraderie and interaction with customers and coworkers. Other people like to fill their time with activity or follow a strong leader. Some workers like change, challenge, and diverse problems to solve. Even a sense of certainty or uncertainty. As you can see, employee motivation is individual and varied.

Whatever your reasons for working, the bottom line, however, is that almost everyone works for money. Whatever you call it: compensation, salary, bonuses, benefits or remuneration, money pays the bills. Money provides housing, gives children clothing and food, sends teens to college, and allows leisure activities, and eventually, retirement. Unless you are independently wealthy, you need to work to collect a paycheck.

Everyone faces a dip in motivation, and consistently maintaining high levels of motivation in the workplace can be challenging.

One of the most critical factors in employee motivation is how often their hard work is recognized. 70% percent of employees say that motivation and morale would improve 'massively' with recognition from managers.

If an employee continues to expend discretionary effort to produce exceptional results, and that effort isn't recognized, don't expect it to keep happening.

Money is appropriate much of the time, but it's not the only or even the most effective motivator. Treat employees as valued team members, not as numbers. Set small, measurable goals so they can get the win.

It can be incredibly demoralizing to work on a project that seems like it will never end. Visible progress not only feels good, but it's also a clear indicator that our work is making a difference.

Setting clear, achievable goals provide a real boost of motivation each time of completion. You can magnify that effect by taking the next step and celebrating those achievements.

Part of what makes setting small and measurable goals so important is that it provides plenty of opportunities to applaud the results of your team's hard work.

Doesn't mean you need to give a standing ovation to every employee who made it into work on time, but it is crucial to let everyone know exactly how (and how much) each of their contributions moves the organization forward.

Be specific in your applause. Don't just tell me "good job". Don't even tell me "great job". Tie in my efforts to the greater picture, to a vision beyond myself. Real praise can uplift and change my entire mindset and allow me to put in more effort when I am on the job.