One of the biggest challenge in an individual is to find a motivation to start something and keep the momentum going be it losing weight or saving money, this applies to all.. Once you have the momentum going everything else can just fall in place, but getting that momentum going can be a challenge.
Same challenge is in an organization for the manager to motivate his employees so that the organizational goal can be met. A high level of employee motivation is derived from effective management practices. To develop motivated employees, a manager must treat people as individuals, empower workers, provide an effective reward system, redesign jobs, and create a flexible workplace.
Let us look at some of the motivational strategies
This is one of the oldest and the best strategy of motivating employees. A reward is a work outcome of positive value to the individual. Organizations are rich in rewards for people whose performance accomplishments help meet organizational objectives. Rewards can be awarded in two ways:
Extrinsic rewards are concrete rewards that employees can find very motivating, and to be most effective should be provided fairly, strategically, and linked to performance. These are externally administered. They are valued outcomes given to someone by another person, typically a supervisor or higher level manager. Examples of extrinsic rewards include bonuses, raises, paid vacations and promotions.
Intrinsic rewards are mostly qualitative in nature and cannot be quantified for example more respect, recognition etc. Think of the “natural high” a person may experience after completing a job. That person feels good because she has a feeling of competency, personal development, and self-control over her work.
Sometimes it can be hard to do things that seem boring or complicated. It is so easy to just put them off until tomorrow instead of dealing with them now (even if we secretly know that tomorrow never comes). One way to deal with this is to start creating your life plan and have a goal.
When you have a goal that you really want to achieve it is easier to motivate yourself to get cracking. Even if you are not motivated by the process you can be motivated by the final results.
When you create your goal the next thing you can do is to let others know about it. Tell everyone that is close to you what you plan on doing and how you plan on doing it. Ideally you want to tell someone who will understand and support your goal.
By letting others know your intentions you know that other people are watching you and are holding you accountable for your goals. This way you are more likely to stay motivated to prove to others that you are not a failure and that you are a man of your word.
3. Do the Hardest Thing First
Sometimes we procrastinate simply because we do not want to do the hardest thing on our list. When we have something that we just don’t want to do all of these motivational strategies can go out the window. Even if you are still able to motivate yourself that energy will be put into pointless things that give you a false sense of accomplishment, but really doesn’t helped you to reach your goal.
When you have something you don’t want to do, it is exactly what you need to do first. Instead of postponing it all day think of how much more you will accomplish if you get rid of it first and then go after all of the easier tasks.
4. Make It Fun
No matter what you have to do you should be able to make it fun. After all if we enjoy what we are doing it is a whole lot easier to keep doing it.
5. Redesigning Jobs
Many people go to work every day and go through the same, unenthusiastic actions to perform their jobs. These individuals often refer to this condition as burnout. But smart managers can do something to improve this condition before an employee becomes bored and loses motivation. The concept of job redesign, which requires a knowledge of and concern for the human qualities people bring with them to the organization, applies motivational theories to the structure of work for improving productivity and satisfaction
When redesigning jobs, managers look at both job scope and job depth. This can be done by:
- Job Enlargement
- Job Rotation
- Job Enrichment
6. Creating Flexibility
Today’s employees value personal time. Because of family needs, a traditional nine-to-five workday may not work for many people. Therefore, flextime, which permits employees to set and control their own work hours, is one way that organizations are accommodating their employees’ needs.
7. Play to employees’ strength.
A Manger must know his employees’ strength and weaknesses, this is needed to find out what is needed for a specific employee to perform and to understand and capitalize on those employees who can perform a specific task in best manner.