Motivation and Performance

Motivation and Performance

Employee motivation and performance plays an important role in moving a business forward. Owners, managers and supervisors have ideas or knowledge that positive motivation enhances better performance and better productivity but may use the wrong tools. Microsoft Business defines that using monetary and other rewards help in improving motivation is a simple idea but doing it fairly and effectively is always complex. Essentially there are the two types of reinforcement they are positive and negative. Positive reinforcement uses the beneficial incentives for boosting the morale and productivity like bonuses on the basis of performance, sales commissions, achievement rewards, pay raises and promotions. Negative reinforcement is used the unfavourable tools for achieving the desired outcomes, like bad performance reviews, verbal and written warnings, suspension, pay reduction or dismissal warning. Benefits enhance the motivators for boosting the job performance. Rising in the pay, bonuses, stock options, profit sharing and so on are instances of positive motivators. Such reward motivates the workers for not only doing their work but also doing it effectively and with enthusiasm. However, such motivation enhances only the normal levels or morale but do not increase overall motivation levels. Management Help has money for motivating small firms workers like "things like money, a good office and security for a job can prevent employee from becoming less motivated, but they usually do not enhance employee for being more motivated." Relationship between motivation and performance are given below in figure,

The crucial aspect of improving workers motivation and performance must be vivid, attainable goals. Telling your workers about the goals you have set for your small firm helps workers in improving focus and team cohesion. Business consultant Harvey defines that if people are given information and if they have clear knowledge about the ground rules they understand that if things do not work they will not be liable in getting the incentives. Routinely engage your workers on issues that have the impact on the productivity and morale. Being engaged imparts parity and demonstrates your ability to be an effective leader as one in touch with employee concerns. Asking workers improving the working conditions if the answer is good lighting, or a more advanced computer, or a chance for working at home one day a week, you can often reward the workers on the basis of the request. Aced Team research consistently shows that workers that perform better and add value to a business are always motivated. However, unmotivated workers do not produce more and have less contribution to businesses. Motivating employees in the organization is a complex challenge which needs more than an annual review or jotting a few notes in someone’s worker's file. Similar to getting in shape or learning a new language, enhancing the motivation and performance levels of your workers does not happen overnight. There is a various way for improving the performance and motivation at your workplace.

Make Expectations Clear and give feedback

Workers that have no goals become naturally aimless. So the company must give them with clear achievable goals and objectives and ensure that there are measurable standards in place for evaluating the performance of the employee. Victor Vroom’s provide expectancy theory concept which workers must know that the action must be expected for taking and such action will yield the desired performance. Your workers must know what they are expecting in doing, how they are expecting for doing it, and the method how they will be evaluated on it. Speed continuous feedback gives workers the clue that their actions have impact on the company. It’s hard for you, and the workers for remembering certain incidents at the time of reviewing the performance of workers. The goal-setting theory has faith that workers are motivated by setting goals and by receiving the time feedback on the objective or goals of the company. Research tells that how motivating it can be when workers understand that they are making progress. Always be concise in your feedback. For instances, instead of telling a worker he has done great job compliment tell him how he organized his presentation, the citations he used, or his public speaking style. He’ll focus on these strengths on his next project if you bring them out specifically.

Correct Privately

Most people motivation is affected by the negative feedback when the people think it is embarrassing. The only acceptable way for discussing an ongoing, performance-related issue is in the worker's office or your own by closing the door. You must not think of correcting a workers job performance as if it is punitive. Instead, you must think of the workers. Make the mind open, remember Deming’s rule, which defines that most of the performance problems are actually beyond the control of workers. If it is something that worker can change, it is on to toy for providing the issue so that the workers believe that he can correct the error.

Believe in Your Employees and praise them in public

During the performance of workers review, or in the break room, workers boss most of the time tell him worthless, or make the employee angry. He lacks motivation for improving his performance. Present weakness like “I know you can do better. You’re smart and capable…and that’s why I expect more from you.” The view of leaders’ belief is an important element of transformational leadership. Encourage your team for take this same method when you’re trying to motivate your workers at a special event, “This is the competent, hardest working team I’ve ever had, and so that I know you can do best in this sales competition and can win this competition” Such appreciation enhances complacency – there’s a reason for most of the organization of celebrating a workers of the Month. Everyone love praises; they thrive on it. Some companies tell that they give the incentive bonuses for public recognition. Tell to the public when one of your workers made a better presentation, sale, or other notable achievements. Praising the staff helps in motivating their working performance.

Make Rewards Achievable

Everyone have idea about the annual bonus trip which is awarded to the top-performing workers. The problem is that the reward is limited to only one or two employees. This makes the remaining of your employee feel like there is no point in working hard because the same few people always get the rewards. In Vroom’s expectancy equation that offers a person must also view the desired performance and linked reward as possible. Provide the smaller rewards throughout the year which help in motivating the ongoing performance excellence. For instance, despite an annual trip, you must award several four-day getaways for each quarter. Vary the awards into various categories. Top sales may include one with top research or most diligent. Define the various method of excellence motivate where your workers focus on other more areas of their performance.

References

Dessler, Gary.a Framework for Human Resource Management.FloridaPearson Education Asia, 2002.

http://youearnedit.com/blog/six-ways-to-drive-employee-performance-and-motivation

http://www.slideshare.net/JinalShah25/directing-motivation-principles-of-management