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