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What positive methods of motivation can I use to improve performance?
Home » Management » Performance Improvement » What positive methods of motivation can I use to improve performance?One of the most important jobs of a manager is that of motivator. A manager must inspire as well as teach, and this inspiration is not a one-time job. Employees do not become perfect performers instantly, but rather, managers must motivate and enable them to continually be improving their performance.
A first step towards performance improvement is specific training arising from the diagnosis of the problem. Many times, the manager is largely to blame for the employee’s performance because he has not adequately trained the employee. If you want employees to improve in the areas of customer service or time management or production, don’t just tell them how to improve, teach them how to improve. The employee may simply lack the tools needed to excel, so diagnose the area in which you want your employees to improve performance and then equip them to do so.
One basic motivational tool simply involves setting reachable goals for employees. Employees may not have a clear idea of what they should do and what they should achieve. Involve them in discussions of what are appropriate goals for them as individuals or teams and then watch as they motivate themselves to complete the task. Instead of working at a mediocre level, they will have a goal to strive for—a goal which can be a little higher each time.
In addition, it is very valuable to stress to employees the value and larger purpose of their work. Employees want their work to be meaningful, so communicate to them why their work is meaningful. What is the purpose of your employees’ job? Make your employees want to excel by showing them how their job and their performance positively impacts the world around them.
Another common motivational tool is a program of employee recognition or rewards. This is the carrot approach, in which you offer a reward—be it a monetary bonus, verbal recognition, or otherwise—to employees in order to encourage them to reach certain goals. These rewards can be designed for individuals and/or groups and often help employees to feel more appreciated and valued.
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