| by David Dunn, Georgia SBDC Employees. Don't you just love them? Or do you hate them? These views are the two extremes of a relationship that is crucial in most businesses. Most companies have employees, and almost all these businesses struggle with the daily problems associated with their workers: absenteeism, low productivity, high turnover, low morale, etc. The results are poor performance. What are the reasons behind these behaviors, and what can be done to improve those employees? Employee performance is a function of ability and motivation. Assuming that employees have the ability to perform, the only obstacle left is to motivate them to maximize that ability. Motivation is internally and externally driven. Internally, a person has certain goals he wishes to achieve, and there is not a great deal a manager can do to change an employee's internal makeup. However, the external motivation factor can be addressed, usually in an inexpensive manner. Certainly, the benefits of motivating employees will outweigh any costs involved. But what motivates employees may be surprising. First, forget the flat pay raises for everybody. Studies have shown that money is not a long-term motivator. (Boss, don't read this paragraph!) Everyone wants a raise, but the real superstar employees should receive more money as a justified reward, and the "just here" employees should not be rewarded for non-performance, as across-the-board raises do. Better than a monetary reward is a simple "good job" when it is warranted. No one wants to hear from the boss only when he is going to get lambasted. Boutique-Luxus-Hotels LagosEmployee motivation begins with the hiring process. Don't get carried away with the "overqualified" thoughts. Sure, some of these star workers may be using the job as a stepping stone to bigger opportunities, but isn't one year of excellent work from a good employee better than five years of bad work from a bad employee? Besides, some of these stars may continue to shine for your company for many years.
Employees must clearly know what is expected of them if they are to perform to their fullest capabilities. Thus, good job descriptions are required. The manager should discuss them thoroughly with each employee.
Respect is a key ingredient in motivating employees. People demand and deserve respect. Employees who feel they are being mistreated will be less willing to contribute their best efforts to the business and often can become quite bothersome with unwarranted absences, tardiness, and disruptive behavior. Worst case disrespectful behavior could result in charges of race, age, or sex discrimination. These scenarios lead not only to upset employees, but potentially to costly lawsuits as well.
Employee motivation is supported by the manager's being a positive role model. Employees listen to the manager, but more importantly they watch his actions. Motivation will trickle down from the top of a business. A manager who treats customers and employees with dignity and respect is more likely to have employees who do the same thing with the people they deal with. The manager's example leads to better employee relationships as well as better customer satisfaction. Often, employees are bored by their work. Boredom leads the best employees to look elsewhere for more challenging opportunities. It causes the better employees to be mediocre. And boredom causes the less energized employees to find a quiet corner to sleep through the day.
There is an answer to boredom: challenge these people! Give them responsibility, accountability, and freedom to make decisions. Most people will rise to a challenge. Issuing responsibility to employees will help a manager not only have motivated employees but also run the business. The best employees will be more likely not to seek other positions, the middling employees will rise to meet the new challenges, and the bottom-rung employees will become better workers or seek a do-nothing position elsewhere.
Employees who are more involved in the operations of the business will develop a feeling of ownership. Employees will start acting and thinking like they own the business. They will begin to see that they hurt when the business performs poorly. Aha! That's motivation! Imagine your entire workforce having the same commitment, dedication, and motivation that you do. cheap hotel in OostendeTo obtain small business assistance contact a consultant at a Small Business Development Center. > See also: Human Resources & Personnel | 
