You might find it hard to believe, but only 25% of all employees in the United States of America are actually motivated to give their best at work. The other 75% are not just unmotivated, but also unproductive to some extent. With such numbers, it is easy to realize how low your business stands. On a positive note, there is plenty of room for improvement. At the same time, the motivation is directly proportional with the relationship between you and the respective employees, so you are the only one responsible for this growth.
Identifying the roots
Every employee is happy and motivated during the first day at work. Then what happens overtime? In most situations, the fault is entirely yours. Whether the employee is not fit or they do not have the right skills, this is usually your responsibility. An under performer can be “fixed” with proper training. If you are not clear on your demands and expectations, the lack of communication will also contribute to this problem. The general idea is pretty simple – both of you need to make some changes. However, it must start from you.
Being objective
It is perfectly normal to feel biased when talking to your employees or mentioning your company. But this is a bad idea. Whether you feel angry, annoyed or frustrated, it is highly recommended to avoid letting such feelings cloud your ideas. Obviously, you will only see their mistakes, without actually observing their good parts. Worried that you may not be able to do it? Ask a manager to help you with a detailed review.
Addressing the actual problem
Seven out of ten managers will overlook this problem. Therefore, most performance related issues are not dealt with in a direct manner. Instead of addressing the real problem, they will just give the respective employee a different set of tasks or perhaps transfer them to a different department. In some cases, the lack of interest is so deep that the employee might be left doing nothing at all.It might seem hard to carry an open conversation with someone who under performs, but it is necessary. Do not wait a day longer and bring the issue up. Do it in a friendly manner though.
Match employee interests with company goals
The phase is more complicated than the others because you need an entrepreneurial vision. It does take more than just a brief conversation. It is time consuming and asks for proper planning. The easiest way to do it implies providing incentive compensation rewards. Give each of your employees the opportunity to match their goals with the company interests. If the company prospers, your employees are rewarded. Since they have the opportunity to use them for whatever they feel, nothing works better than money as compared to vacation trip, discount coupons and other materialistic rewards. Monthly rewards for the most productive employees can work too. Such simple ideas boost the motivation.
In conclusion, motivating under performing employees is not impossible, but it asks for time, planning and communication. Once you have all these factors covered, you can easily observe the financial growth of your company.
