| The process of learning how to best | | | | them to. You need to give them both |
| motivate your employees is long but | | | | extrinsic and intrinsic motivation and |
| rewarding. And as employee motivation is | | | | there are no exceptions to this rule. |
| one of the greatest factors that | | | | Make Them an Integral Part of the |
| influence your business's ability to | | | | Company - You only need to look at how |
| generate profit, it's important that you | | | | companies like Disney and Starbucks |
| know how to motivate the people working | | | | operate and you'll understand just how |
| for you in the most effective way. | | | | important it is to show that you can't |
| 7 Things You Need to Know about Employee | | | | survive without your employees. It's a |
| Motivation | | | | given already that they need your |
| People Have Different Needs - If you've | | | | company to survive - you're the one |
| ever had a theology class, your | | | | issuing their paychecks after all - but |
| professor might have mentioned that | | | | they won't be able to feel that it's a |
| people were created unique but | | | | vice-versa-thing unless you prove it to |
| fundamentally equal. Thus, it's | | | | them. When they realize that you |
| important that you treat your employees | | | | mutually need each other, your employees |
| fairly and without bias but at the same | | | | will definitely feel more motivated to |
| time acknowledge the fact that people | | | | work harder even if you're not promising |
| have different needs as well. Thus, it's | | | | them a hefty cash bonus at the end of |
| important that you employ different ways | | | | the rainbow. |
| of motivating them to take into account | | | | Do Not Delay - When an employee achieves |
| their differences. These differences can | | | | a particular feat, make sure that you |
| manifest itself through an employee's | | | | reward him appropriately and |
| race, culture, gender, educational | | | | immediately. Delaying on giving the |
| attainment, work experience, age, or | | | | employee the reward he so richly |
| other similar factors. | | | | deserves will only cause him to lose |
| To know which factors a person best | | | | motivation in continuing to do the same |
| responds to, you need to take the time | | | | in the future. |
| to get to know your employees one by | | | | Give Your Employees the Freedom to |
| one. | | | | Choose - Just because you feel that a |
| Fear Only Has Temporary Effects - Yes, | | | | particular reward is best for a |
| fear can indeed work as a motivational | | | | particular employee doesn't necessarily |
| factor but only for a temporary basis. | | | | mean that the said employee will agree |
| In the long run, it may still be able to | | | | as well. As such, it's important that |
| ensure that your employees work the way | | | | you always give your employees the |
| you want them to but they're certainly | | | | freedom to choose which prize they wish |
| not doing so for the right reasons. And | | | | to work for. |
| in the end, these employees will either | | | | Lead by Example - Employees won't be |
| rebel against you or leave your company. | | | | sufficiently motivated even if you're |
| Either way, you lose. | | | | giving them a lot of incentives to work |
| Money Matters - Say all you want about | | | | hard IF you're not working the same |
| intrinsic motivation but in the end, | | | | hours they do. As manager or owner of a |
| it's never enough to put food on the | | | | business, it's important that you lead |
| table. You need to offer both types of | | | | by example. Don't ask others to do |
| motivations to your employees if you | | | | something that you're not willing and |
| want them to perform the way you want | | | | able to do yourself! |