Employee performance is a critical aspect and a foundation for improving the whole organization’s success. Employee performance is influenced by a variety of elements, including work satisfaction, knowledge, and management, but training and development is the most essential aspect. (Anwar Khan, Fakhar Ul Afaq, 2008).
Motivation, according to Burney L. and Widener SK. (2007), is an influence, a factor that causes behavior. Motivation is a technique used to persuade others to act in a certain way, without resorting to threats or coercion.
Staff performance is heavily influenced by motivation, which is the internal force that drives a person to act in a certain way. Institutional success relies on staff performance in accomplishing strategic goals and overall success. According to Armstrong (2010), employee motivation produces more organizational advantages than any other managerial technique. He adds that human resource performance is one of the most commonly used techniques by firms to acquire a competitive edge.
Armstrong (2010), contends that motivational strategy is concerned with how motivating aspects effect employees, as well as the final direction and strength of the consequent behavior. Armstrong further stated that motivating approach leads to a rise in productivity but only to a certain degree, where additional increase in motivation leads to a drop in output.
This means that in researching employee motivation tactics, managers must be very exact in order to prevent ‘over motivation,’ which would result in workers producing less work. Armstrong defines motivation as an internal drive that causes people to feel compelled to carry out their responsibilities. This instills in employees a sense of responsibility to carry out their given duties without being pushed or overseen.
HOW TO ENHANCE STAFF MOTIVATION?
Be a leader who sees the big picture.
Everyone wants to feel that their efforts are appreciated. What is the next way to continue? What does future hold like for the business? A destination may assist motivate a journey and make sure that the institution’s objective is well defined.
Ascertain that everyone understands the ‘why.’
Our employees will comprehend what has to be done, but we must explain why; each assignment’s “why” must be stated. What is the company’s overarching mission? Even the most mundane tasks receive much-needed motivation when everyone knows how their individual efforts contribute to the organization’s overall goal.
Make a habit of setting clear goals on a regular basis.
They have big goals that they want to reach as a company, but it’s the smaller goals that keep
employees engaged. All goals should contribute to the overall goal, but breaking it down into smaller chunks sounds less daunting. Employees gain a strong sense of success when they regularly meet their goals, which serves as a tremendous motivator to move on to the next set of goals.
Reward and recognize excellent performance
Staff should be made aware that efforts are values by the management. Praise that is well-deserved promotes not only self-esteem but also energy and team spirit.
Create a nice working atmosphere in our office
Nobody wants to spend their days dreading the end of the day at a dull office. If firms build a friendly workplace with possibilities for leisure and recreation, employees will look forward to coming to work. The old adage “work hard, play hard” holds true in this case. A negative mood can impede focus and diminish energy levels at work since motivation and mood are intricately linked.
Within business teams, collaboration allows for more in-depth exploration of concepts. Working with people who have a diverse range of skills will lead to more creative outcomes. In teams, there is power in numbers, and anyone who lacks motivation should be supported by others around them.
Benefits of Employee Motivation
It should come as no surprise that using employee incentive techniques encourages employees to work more productively, resulting in increased profits. Few individuals recognize, however, that being productive has a positive influence on employee satisfaction.
Employees are more likely to be inventive if they are rewarded with awards and other benefits. Employees are more willing to take on new tasks if they feel respected and encouraged by their boss. As a result, the importance of workplace motivation should never be underestimated, as it fosters growth. Furthermore, managers that understand what motivates their employees typically get the best results.
Absenteeism is reduced.
Employers that recognize the value managerial motivation understand that managers get more out of their staff when they are helpful rather than criticizing. Absence levels tend to be lower when a management is concerned about their team’s workload and well-being, since they feel less pressured and overburdened.
Staff turnover is reduced.
Employee motivation and pay complement one other, resulting in exceptionally high retention
rates. Employees who receive benefits in addition to monetary incentives are more likely to stay
in their current role. Especially if other companies are unable to match their wage structure.
Excellent reputation and increased recruiting
Organizations that know how to increase employee motivation are more likely to deliver excellent employee experiences and have a strong corporate image. This does not, however, happen overnight. The result of data-driven strategies that rely on employee participation is a fantastic internal brand. Companies that have established brand ambassadors, or employees who are pleased and engaged, are more likely to retain and recruit top talent.
Promote employee well-being
When companies deploy incentive Programmes, they typically overlook the value of employee wellbeing. There’s no doubting that using rewards as an incentive may be quite effective. However, no matter how hard a person tries, they will not accomplish their best work if they are tired or overwhelmed. Taking a comprehensive approach to wellbeing, such as managing our team’s mental, emotional, and physical health, is a great way to keep them healthy, happy, and productive. Talented employees is more likely to be retained and recruited when employees are older.
Staff motivation is crucial to their productivity. It’s vital to understand what motivates people in a certain organization so that management can devote more resources to those areas. Institutions will get a greater understanding of the factors that influence staff motivation, which has a direct bearing on Programme performance and revenue (attract funding). Organizations’ human resource teams will be able to make educated decisions about which areas to focus on in order to increase employee motivation.
Armstrong MA. Handbook of human resource management practice. 12th Edition. London: Kogan Page Ltd.; 2010.
Burney L, Widener SK. Strategic Performance Measurement Systems, Job relevant information, and Managerial behaviour responses; 2007.
Fakhar Ul Afaq, Anwar Khan. (2008). Case of Pearl Continental hotels in Pakistan, Relationship of training with Employees’ Performance in Hoteling Industry.
Mr Aliyu Mohammed is Lecturer II of the Department of Management, School of Arts, Management and Social Science, Skyline University Nigeria. He holds a Master’s Degree in Management from Bayero University Kano.