Motivator more than a paycheck

Job satisfaction means more than a paycheck, so it’s not about money. Compensation is a satisfier but can’t be a motivator. Our salary may satisfy our most basic needs for food and shelter, as well as the various luxuries. but human beings need more than that.

Appealing to these basic needs doesn't have to cost you much of anything--except maybe leaving a little ego at the door. Dictatorship isn't leadership, anyway. Often, being a better leader starts with being a better person. For example:

·        Do we listen? It’s so important to listen when employees talk. Hear them out, investigate their suggestions, and report back with your findings and with reasons if possible. Don’t just ignore.

·        Just a pat in the back for good performance doesn’t cost us anything but it means a lot. Create a modest recognition program; a well done, a small thank you means a lot as it doesn't require bonuses. Recognise employee’s effort.

·        Give credit where credit is due. If someone offers a good idea, attribute it to them, even if you have to modify it before putting it into practice. This will make people feel valued and encourage more independent thinking.

·        Ask for suggestions on a regular basis. Beyond the fact that people like to be heard, your employees know aspects of your business you've undoubtedly forgotten. You never know where that next good idea will come from.

·        Delegate. It will not only free you up to focus on what's really important, but it also gives employees a chance to grow and learn. It also demonstrates your confidence in them, and confident employees are creative employees.

·        Look for qualities to compliment, rather than criticize. When you critique performance, start with the positives and do it in a constructive way.

·        Don't be mysterious about the business. You employees have a stake in the business, too. Schedule monthly or quarterly status meetings so employees can trust you to keep them in the loop. When you achieve some success--like picking up a big new account--celebrate as a group, even if that just means springing for pizza.

·        Be truthful when things aren't going well. But be sure to frame the news in a reassuring light. Position it as a learning experience, not a cause for panic.

·        Create an environment conducive to sharing. Even when it's bad news, make sure employees are comfortable being honest. Instead of placing blame when there's an error, approach problem-solving as a team effort. This is a good way to nip problems in the bud.

·        Celebrate your employees' personal milestones. This includes birthdays, job anniversaries and the birth of a child. Cupcakes and greeting cards make more of an impression than you may think.

Sometimes the simple things are most effective. By showing respect, you earn respect. And when you make the effort to inspire your employees, you may be pleasantly surprised to find that they return the favor.