Basics About Employee Motivation (Including Steps You Can Take)

Beyond the obvious financial motivators, I wanted to delve into an employee motivator that could serve as a catalyst for success and personal growth that doesn’t include out-of-pocket expenses. After reading several articles based upon “Steps You Can Take to Improve Employee Motivation” I realized that breaking down the process to fundamental basics may be the best route. My method will include rather basic ideals commonly referred to the acronym “SMARTER” meaning that your goals are Specific; Measurable; Acceptable; Realistic; Timely; Extending of capabilities; and Rewarding to those involved. (McNamara, Carter. N.D)



In addition to the SMARTER acronym, I completed research for basic principles to help motivate employees that you not only work with, but also spend a majority of time with on a daily basis. I uncovered a few examples that will be examined further below.

I. Motivating Employees Starts with Motivating Yourself!

Ever notice that when it seems like you hate your job, it everyone else does too? Or my personal favorite, when you are stressed out, the same can be said for your co-workers? One must realize that enthusiastic actions are contagious. When someone is enthusiastic about their job, others will typically follow suit. This will often lead to a better overall awareness of taking care of yourself, personally and from a career perspective, with a clearer outlook on how others are doing their job, both in a positive and negative manner.

II. Place an Emphasis on Aligning Organizational Goals with Employee’s Goals.

As a manager, you should be excited when your employees are fired up about their work. But, are your employees focused on contributing to a task that is aligned to the goals of the organization? If not, you are essentially paying the employee to complete a project that results in no value added.

It is imperative that management teams who how to motivate employee’s specific to their goals, both individually and as an organization. Determining how to deliver these reports or expectations, from an organizational standpoint, is not necessarily easy. You, as the manager, may need to sit down and clearly identify the organizational and strategic goals set forth by executive management. To ensure that employees are receptive to your requests, ask for their inputs in the matter. This will demonstrate a value of empowerment and a feeling of self-worth that cannot be tracked in financial terms; rather, you should see a higher productivity level!


III. Understand What Motivates Each of Your Employees

The majority of managers realize that every person is unique and can be motivated by a breadth of different things. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. Ways to determine what really motivates your employees includes asking, listening, and finally observing them from day-to-day.

IV. Distinguish That Employee Motivation Is A Process – NOT A TASK.

The overall businesses environment and culture changes all the time, similar to a person’s diet. Granted, one can foresee that it is an enduring process to sustain an environment wherein employees can continuously motivate themselves and each other. By maintaining the repetitive nature of sustaining employee motivation as a habitual process, there is a strong likelihood that you will be much more fulfilled and motivated yourself.

V. Utilize A Set of Organizational Policies and Procedures To Support Employee Motivation.

A member of management cannot assume that simply building a strong interpersonal relationship with their employees will spawn teamwork and motivation. The intentions and thoughts of this process are appealing, but the nature of relationships can change without notice.

For example, consider a period where in your direct boss have a verbal scuffle about how to handle a decision. Your stress levels rise, work begins to pile up, and you may speak out in frustration. This could lead to a decrease in productivity and eventually loss of motivation at work.

Instead, reiterate the fact that you allow the employee’s valuable feedback and establish an Organizational Set of Policies and Procedures to help motivate employees and discourage the aforementioned scenario. By establishing this set of policies and procedures, employees will be aware of various systems and structures that will provide a clear understanding and equitable treatment for all persons associated. As an added incentive, management might want to consider the establishment of compensation and performance systems, in addition to the organizational policies and procedures, to better sustain employee motivation.

McNamara, C. (n.d.). Basics About Employee Motivation (Including Steps You Can Take). Retrieved March 15, 2011, from Authenticity Consulting, LLC: http://www.managementhelp.org/guiding/motivate/basics.htm#anchor160017