Many employers believe that motivating employees means keeping their employees happy or satisfied. Not entirely true. Employee polls conducted on the topic reveal a more complex pattern.
Motivation is primarily derived from one’s work.
Satisfaction is derived from the environment and conditions in which one works.
Every boss who has given a raise to a disgruntled employee and later notices the employee’s attitude has not changed, has learned this distinction the hard way.
Employee Motivation and Satisfaction Factors
- Factors that Motivate
- Achievement; self-expression; meaningful work
- Recognition for job well done
- Interesting and challenging work
- Opportunity for learning and advancement
- Factors that Satisfy
- Interpersonal work relationships
- Company culture
- Job security and benefits
What Can an Employer Do to Motivate Employees?
Design Jobs for Success
Designing a “Job for Success” Means:
- A qualified person can be successful, it calls upon a related pattern of skills.
- The job contributes to the larger organization goals – it matters to the whole.
- Aspects of the job are measurable, hence the employee sees their contribution and
experiences a sense of accomplishment.
For example, two jobs that each require 50% clerical and 50% sales effort might be redesigned to create one job that is 100% clerical and one that is 100% sales. This allows better skill set matching, measurement, and sense of accomplishment by the employees doing the work.
Goal setting is core to motivation. However, goals are only as good as the corresponding measurement system. In general, you get the behavior you measure.
If you set goals, but fail to measure them, you have not tapped the motivating power of goals.
Establishing goals is a natural way to assist employees to stay on target without investing in a lot of management oversight.
In most jobs, the distractions are plenty (email, telephone, social exchange). Goals help employees keep their focus. Goals become a positive structure as employees reap the internal reward of accomplishment.
or if you need help in developing plans to
improve the efficiency and productivity of your work force,
please contact me for a free 30 minute initial consultation,
or request my free HR audit checklist
to see what areas of your organization may be ready for improvement.
Rita Casey, Ph.D.
Serving Clients in the San Francisco Bay Area and Nationwide by Phone and Email.