Tired of one-day employee motivation programs that produce motivation for a day? Tried positive thinking motivational programs,
incentives, rewards, and warnings and achieved only temporary results?
Interested in the employee motivation strategies, best practices, and "Get motivated seminars!" that consistently optimize employee motivation and engagement?
Recent research by Gallup and Harris Interactive Polling revealed:
- Only 29% of employees are actively engaged in their jobs, while 54% are not engaged, and 17% are actively disengaged.
- Only 10% of managers are focused on what matters most to their organization. 90% of managers are either disengaged or distracted from key priorities.
Employee Motivation Strategies
1. External Motivation
Fear -- You had better get this right, or you will lose money, job, respect, relationship, status, etc.
Incentives -- If you do this right, you will gain money, recognition, status, promotion, lifestyle, etc.
The impact of external motivation is temporary. When the threat or incentive is removed, motivation is lost.
2. Internal Motivation
Most employees have been exposed to the idea "If it is to be, it's up to me." Many set worthwhile goals, BUT their suboptimal thinking
prevents them from taking the best actions to achieve the best outcomes. They compromise their own best interests and the best interests of the organization, because they haven't been educated in the art and science of consistent Optimal Thinking.
You can create a "Best Place to Work" environment where loyal employees contribute their best, regardless of the circumstances. Your employees won't need a pat on the back from management or a bonus at the end of the year to do their best. They will ask the best questions to invite the best solutions. They will take pride in choosing the best options, focusing on what is most important, and making the most of the hands they are dealt. Your employees will be masters of systemic consistent optimization. External incentives, recognition, and rewards will be secondary, because they are self-motivated. All aspects of workplace trust -- including credibility, transparency, respect, fairness, pride and camaraderie -- proliferate your Optimal Thinking "What's Best for Us" collaborative culture.
The 4 Best Practices for Employee Motivation
1. Create Your Own Optimal Thinking Workplace. Optimal Thinking leaders hire Optimal Thinkers with the skills to match job functions. They also educate employees in the art of systemic optimization with "Get Motivated Seminars" and coaching to optimize - not just improve or manage - employee motivation, engagement, and performance.
In the Optimal Thinking "Best Place to Work" organizational culture, leaders acknowledge and understand their employees thinking styles and motivation, respond to their unique needs, and bring out the best from them.
When employees understand their dominant thinking, decision making, core motivation, etc. and are trained in the art of consistent systemic optimization, they make the most of their talents, resources, challenges, opportunities, communications, and relationships. They experience the camaraderie that is only achieved when respectful individuals help each other to be and do their best.
2. Provide the Most Conducive Facilities and Compensation. The organization provides facilities and compensation that enable employees to be their best.
3. Optimize No cost /Low cost Employee
Motivation Strategies. Optimal Thinking leaders set optimally motivating challenges and goals to maximize participation and job ownership. They provide fair
treatment and appropriate recognition, optimize collaboration and
teamwork, reward performance progress, and more.
4. Minimize Demotivators. Optimal Thinking leaders assess and best resolve demotivating company rules, policies and behaviors (eg. unproductive meetings, destructive criticism, unclear expectations about employee performance).
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