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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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