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Under-whelmed employees cost businesses money. Low
productivity, high absenteeism, lessened loyalty and high turnover keep
businesses from performing optimally. Don’t think so? Consider what it
costs your company in labor and direct cash every time you have to hire and
train a new person. Businesses, like sports teams, need cheerleaders and to
win you have to take the role of motivating your employees seriously.
Believe it or not, as a small business you’re in a
better position to keep your team motivated. Contrary to traditional
thought, money is not what matters to most to employees. Recent surveys
indicate that people rate “interesting work” as their top priority. This
is closely followed by employees feeling appreciated, recognized for a job
well done and feeling “in on things.”
As a small business, people often have to take on multiple
responsibilities, so keeping things interesting can be a natural
consequence.
Businesses that are known to have high team moral
share several common characteristics:
-
People
feel they are treated fairly
-
The
employees feel valued and appreciated
-
The
business makes a point to recognize people for their work and
performance
-
Team
members are paid a fair wage that meets industry standards
-
People
feel like they are doing important work
Here
are some simple, easy-to-implement ways you can motivate your employees:
Identify
any obstacles to high morale. Let
your team know that they matter to you. Hold a meeting or set aside some
time during a regularly scheduled meeting to discuss any frustrations and
potential improvements. It’s important not to let this become a griping
session but as means of identifying problems and considering solutions. Most
importantly, for this to be meaningful you must take action. Your inaction
can be the fastest way to de-motivate your team.
Let
them in.
Be sure to share the vision, direction and current standing of the business
with your team. After all they’re the people who implement the ideas,
policies and procedures that make your business successful. But people
don’t want to feel like “doers”, they want to feel like participants.
Schedule regular meetings to check in on the status of the business
according to its goals and directions. This may be quarterly,
semi-annually or annually. You decide what is appropriate.
Decide
and be clear about what power your team members have. For people to feel like their job matters, they have
to feel empowered to make certain decisions that affect their ability to do
their job. For example, consider the person who purchases office supplies in
your business. Do they have to get your permission, interrupt you or wait
until you have some time to approve a purchase order to buy staples and
pens? Would it be more efficient, productive and less frustrating to empower
the person to buy supplies under a set amount of money each month without
waiting for your approval?
Create
group activities outside of work. As touchy-feely as it may sound, activities outside of work can help
teams build strong relationships with each other and increase people’s
enjoyment at work. Consider starting a company sports team, holding a social
picnic or creating an outing to a local amusement park or concert.
Leave
room for some learning mistakes. Studies
show that chastising an individual for a mistake can lead to a never-ending
cycle of failure, low self-esteem and chronic under-achievement. Encourage
people to try new things and express suggestions that they think will
improve business.
Reward
people for their performance. Sales
professionals have been using this system forever.
Imagine
if you were guaranteed a bonus every year in the same amount as everyone
else. The incentive to perform your best is decreased and relies solely on
an individual’s work ethic. By setting certain expectations, acknowledging
people for meeting them and rewarding those that exceed them, you instantly
motivate your team.
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