Motivating the Employees in Your Workplace

One of the most crucial elements in the field of human resource management is employee retention. Retaining competent and devoted personnel is essential since they form the foundation of successful businesses (Yadav, 2020). The longer an employee stays with the company, the better it is for the business because training new personnel takes time and money. According to Brooks (2007), full-time workers usually spend around 2100 hours at work annually.

Employee motivation is a key factor that decides the development and growth of the company. there can be different facts to improve employee motivation and they are often different from one employee to another (Clark, 2003). Employee motivation is a major concern of many successful organizations, and it should be a continuous process that should be applied carefully (Varma, 2018). According to researchers and scholars in the field, money is not the only motivation for employees. There are several physicals, psychological and social factors that act as motivators for employees.

Employee Recognition

Employee recognition is the acknowledgment of a company’s staff for exemplary performance. Essentially, the goal of employee recognition in the workplace is to reinforce particular behaviors, practices, or activities that result in better performance and positive business results (Saunderson, 2016). Being highly regarded by their co-workers is one of the main motivators for employees. The best method to gain this respect is to be recognized for one's abilities in their field (Patriota, 2009).

While most people would associate incentives and recognition with monetary bonuses or opulent awarding ceremonies, showing your appreciation for your employees doesn't have to be that costly or glitzy (Saunderson, 2016). Employee recognition can take the form of a simple pat on the back or a sincere comment. A simple "thank you" email or a cordial greeting at work can also suffice. According to Andriotis (2018), employee recognition can make employees happy, boost their energy and enhance self-improvement.

A Pleasant Workplace

The state of the workplace is a fact that affects employee motivation immensely. If we compare two workplaces; one is dirty, dark, and full of cobwebs and the other place, pleasant with nice plants and facilities and enough space, the second workplace would attract more employees without any doubt (Saunderson, 2016). Providing necessary facilities and enough space, regular cleaning and repairing should be done to create a pleasant workplace. Allowing the employee to customize their workstation according to their own preference will also help to make the place comfortable for the employee (Patriota, 2009).

Proper Training and Development

Everyone gains a thorough awareness of their duties as well as the knowledge and abilities required to carry them out through training (Yadav, 2020). Their confidence will grow as a result, which could help them perform better overall. If the employee does not have enough knowledge and training to perform a task continuously, they may find it stressful. Consequently, they will tend to leave the job (Patriota, 2009).

Open Door Culture

The expanding business world is embracing this style of workplace culture. It creates an atmosphere of respect and trust between the employer and the employee (Yadav, 2020). It is a communication policy that supports openness, honesty, and communication between managers and staff as well as feedback and discussion (Patriota, 2009). The organization needs to allow team members or employees the freedom to approach their senior management anytime they feel the need. It encourages staff members to approach their team leaders or supervisors with any issues, ideas, or queries related to the workplace. Additionally, it aids in giving managers and other leaders a comprehensive understanding of everything taking place at work (Patriota, 2009).

This environment of trust, respect, and open communication among staff members has the potential to alter how people view the workplace (Patriota, 2009).

Sense of Belonging

A basic human need that is hardwired into our DNA is the yearning for social belonging. Nevertheless, 40% of workers report feeling lonely at work, which has led to poorer organizational commitment and engagement. In a nutshell, businesses are wasting money (Saunderson, 2016). Businesses in the United States spend close to $8 billion annually on diversity and inclusion (D&I) training that fall short because they ignore the need for us to feel included.  On the other hand, if employee has a sense of inclusion, they see the workplace as a comfortable space where they can be themselves and work without unnecessary stress (Saunderson, 2016).

Apart from the above-mentioned factors, there are other things that motivate employees. Empathetic and understanding leadership, transparency, equality, respect, and positive feedback are also identified by professionals as some other factors that motivate employees (Saunderson, 2016).

Reference list

Andriotis, N. (2018). Employee Recognition in the Workplace: The Why and How.

Brooks, A. (2007). Trace: Tennessee Research and Creative Exchange It’s All About The Motivation: Factors That Influence Employee Motivation In Organizations

Clark, R. E. (2003). Fostering the work motivation of individuals and teams. Performance Improvement, 42(3), pp. 21-29.

Patriota, D. (2009). Employee retention: An integrative view of Supportive Human Resource Practices and Perceived Organizational Support

Saunderson, R. (2016). Employee recognition: Perspectives from the field. The psychologically healthy workplace: Building a win-win environment for organizations and employees. pp.181-198.

Varma, C. (2018). Importance of employee motivation and job satisfaction for organizational performance. International Journal of Social Science and Interdisciplinary Research, 6 (2), pp. 10-20

Yadav, A. (2020). Human Resource Management Practices and Employee Retention. Asian Journal of Managerial Science, 9 (1), pp. 30-35.