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What methods of motivation employers use

By  Mar 29, 2019

Every chief interested in successful business development will ask a question sooner or later "How to make the work of the employees more productive?" A good chief knows that to make the company successful, it's necessary to pay a lot of attention to its employees, constantly encouraging them.

All theories of motivation say that financial incentive is a necessary but insufficient condition for qualitative work made by the employees. To create a favorable moral climate in the team, the employers resort to the socio-psychological motivation of employees. Jobsora offers you the most common non-financial ways of motivation.

Social and moral support

The desire to get chief and colleagues’ approval for the work well done, recognition and respect are important for both beginners and experienced employees. Any chief's assessment - oral or written gratitude, diploma, award, publications in the press on behalf of the company are simple and important ways to estimate the importance and significance of the work done by the employee.

The companies have often a clear regulation of remuneration for the work done well. But a competent chief feels his or her employees and applies "random rewards", encouraging employees for non-standard decisions or intermediate achievements. Even if such an award is given to the employee during the corporate events and is presented in the form of a facetious diploma, maintaining the employee's interest is being achieved.

Support your employees at a critical moment of their lives. It’s not only a manifestation of care and attention in human relations but also an element of social motivation that will affect future work.

Creating a feedback system

The importance of feedback is obvious: it helps to share information about the current work of each employee, acts as a self-check and helps to reveal the new needs of employees quickly.

The chief must decide how to turn direct contacts with each employee into the system and quickly identify the need for training courses or seminars, for example.

Providing more independence for the employees

The practice of individual working conditions is important when taking into account the characteristics of different types of temperaments. Thus, the conditions of strict regulation contribute to greater productivity of phlegmatic and melancholic people but act on sanguine and choleric in the opposite way.

Employers stipulate alternative and flexible schedules of work, free choice of work pace and rhythm, individual choice of the duration of the work operations cycle and many other variations.

Creating opportunities for professional and career growth

Promotion is a key requirement to achieve the effect of a satisfied employee for especially proactive, responsible and ambitious employees. If you weren't able to see the management skills, hiring a specialist, soon he or she shows them in the work and it's important to find the way how to apply them rationally. After all, you can lose the active employees if you don't give them the opportunity to make their own decisions relating to their work. Employees' promotion is key to success.

Development of employees' creativity

Spend a little bit of working time for employees' favorite activities. It's proven that this increases employee's productivity. After all, they are being bored doing the same work without having the possibility of changing operations. Corporate culture, comfortable working space, room for resting help to solve this simple problem partially. A happy employee works better.

People tend to show interest when they are interested. A competent chief always remembers this and shows a genuine interest in his or her employees in the form of a complex of material, psychological and social incentives. And, in most cases, it's a non-financial incentive that provides a large profit to the company because the employee tries his or her best to do the work qualitatively.

Search for qualified employees and see the job offers at uk.jobsora.com, indeed.co.uk or glassdoor.co.uk