If you have ambitions of becoming a manager, or if you are already in that role, it is absolutely crucial that you are able to motivate your staff and other employees around you. You might ask, why is motivation relevant to the job of the manager?
Employee motivation is relevant to the job of the manager because a manager is in a leadership position. Employees often adopt a similar attitude as their manager, so it is important managers set the tone for their employees and lead by example. As a manager, you can motivate your employees by:
- ensuring the company-wide goals are clear and communicated
- making it clear that you trust them
- setting achievable goals and realistic deadlines
- asking them for input and actually incorporating it
Indeed, a motivated manager sets the tone for the rest of the staff in the organization and helps lead by example. If the manager is motivated, then staff see that on a daily basis and incorporate it into their work habits.
This ensures that the staff meets their deadlines, show up to work on time, and essentially embody the overall strategic directions and goals of the company. A motivated manager helps motivate staff, which ultimately helps the company succeed.
Keep reading below to learn more about why motivation is relevant to the job of the manager, tips to keep your employees motivated, and some of the benefits of motivated employees.
Why Is Motivation Relevant To The Job Of The Manager?
Imagine that you worked for a highly unmotivated manager. They consistently showed up late to work, frequently avoided responding to important emails, or answering client calls, and they often canceled important meetings at the last minute.
Given that your manager behaved in such an unmotivated manner, you would begin to adopt the same lax attitude about your work. If your manager does not care then why should you?
Similarly, you would also eventually begin to adopt the same behaviors. Maybe you would start coming in late, avoid dealing with stressful clients, canceling important meetings, etc.
As such, an unmotivated manager automatically translates into unmotivated employees, and that is a sure recipe for company-wide disaster.
As a manager, you are in a leadership position. Employees turn to you for guidance and advice. When you show you are motivated to be at work and complete the required tasks, others will follow in your footsteps.
Similar to how your academic degree and prior work experience can influence how well you might perform in a certain employment role, motivation is an additional factor that must be taken into account.
Motivation not only represents your professionalism and skillset, but it also translates into the company-wide values and goals. More specifically, motivation from someone in a managerial role is very important as they are in a leadership position. They must act in a way that influences others to do the same.
Managers are a figurehead who represents both their own staff and the company at large. Therefore, the more motivated a manager is, the more motivated their staff will be as well.
Use These Four Tips To Motivate Your Employees As A Manager
If you understand the value of motivation in the workplace but are stuck on how to help your staff feel motivated, follow the four tips below to get started.
1. To Motivate Your Employees, Be Sure That The Company-Wide Goals Are Clear
Often times, there is a misalignment between the company’s goals and values and the employees. If your employees are unable to comprehend the purpose, goals, and day-to-day operations of the company, then there is no way that they will be motivated enough to do their job well.
For instance, consider you are a media company that works with large and profitable companies. However, one of your primary company goals is to help small businesses get off the ground through effective advertising.
Therefore, this goal needs to be communicated very clearly to all employees. Your employees are likely only seeing the company’s concern with deliverables and profits. As a result, they might be missing the bigger picture.
To help communicate the company’s goals and values as a means of motivating staff, it is important to hold various communication forums such as company-wide meetings and town halls.
If your employees are unclear about what they are working towards, how can they be motivated to achieve it?
However, these meetings must involve an open question and answer forum where staff can pose questions. They can not just consist of an individual simply presenting or talking at staff for an extended period of time.
Another very important action to consider when looking for ways to motivate employees is to reevaluate the company’s values and goals every few years. Furthermore, you should ensure that staff are at the forefront when it comes to developing them.
As a manager, you can ensure that your staff are involved in these focus groups, and contribute their points of view. Every member of the workforce wants to be heard, be sure to give your employees that platform.
2. Motivate Your Employees By Making It Clear That You Trust Them
If there is not a culture of trust in your company, especially between you and your staff, you will not have many motivated employees. Furthermore, the quickest way to demotivate your employees is if they feel like they are being closely watched and their actions are consistently scrutinized.
In this scenario, your employees will become anxious, uncomfortable, fearful, and will not be motivated to do the best job possible.
However, if you put trust in your employees, they will feel honored to have garnered that trust. Over time they will become more motivated to improve their performance at work.
All strong relationships are built on trust. Until an employee gives you a reason not to, trust that your employees will get their work done on time and to a level of professionalism required for the task at hand.
The tricky part about trust is that it does not need to encompass one particular action. Instead, trust is a very abstract concept that can be displayed in a variety of ways.
For instance, trust can mean that you allow staff to work from home one day a week, schedule flex hours so that they can leave early on Fridays, or even take longer lunches on some instances.
Additionally, as a manager, trust can also mean that you do not ask for further information when employees need to take time off in lieu, nor do you pry when they take a last-minute day off for personal matters.
Trust is a vast concept, and you can demonstrate it in various ways. As a manager, your staff will realize when you trust them, and the quality of work they produce will improve through motivation.
After all, you hired these individuals for their talents and work ethic. They will undoubtedly demonstrate it as increased trust is displayed towards them.
3. As A Manager, You Can Motivate Your Employees By Setting Achievable Goals And Realistic Deadlines
The quickest way to demotivate anybody, especially your employees, is to set unrealistic goals for them. If your employees don’t feel like a goal or deadline is achievable from the start, then how or why should they be motivated to accomplish it.
If you went to your staff and ambitiously stated that the company needs to sign up an additional 1000 customers by the end of the week, your staff will likely roll their eyes at you. This is due to the fact that this goal is not achievable if the company realistically signs up about 100 customers each week, at best.
The proposed deadline makes the goal so unachievable. What is the incentive for your employees to be motivated enough to attempt to achieve it? You are setting them up for failure before they have even started.
In all areas of life, motivation is high when goals are realistic and attainable. Do the same for your employees.
In order to keep your staff motivated, you have to effectively divide lofty goals into smaller and more digestible ones. Furthermore, incorporate an honest incentivized payment structure for those who are making an effort and producing results.
For instance, you can revise your overly ambitious goal of 1000 new customers per week to 75 per week, but with a grand total of 1000 reached by the end of four months.
Breaking up large goals into smaller ones will give your staff a blueprint of which precise actions to follow and how to achieve the larger goal that has been established. It will also help them digest the bigger purpose in mind.
Put yourself in your employees shoes. Would you feel motivated about the goals and deadlines you are setting for them?
If goals are smaller, staff can wrap their minds around them and achieve them with greater ease. In turn, this helps them feel more confident and motivated to work harder and achieve even more down the line.
As a result, establishing smaller goals creates a direct impact on increased motivation and improved work ethic. It also does not hurt to bring in a small reward, such as donuts and coffee, to celebrate when small milestones are achieved.
4. As A Manager, Motivate Your Employees By Asking Them For Input And Actually Incorporating It
Often times, staff get asked for input around how to run various operations and projects, but the input does not actually get incorporated. Or if it does get incorporated, it takes such a long time to be incorporated.
In order to improve staff motivation, it is absolutely crucial to ask for feedback and take action on their suggestions. This will make staff feel heard, valued and it will also increase their motivation.
When you take this approach, your employees will feel a form of ownership over certain aspects of the company. As a result, this will go a long way in ensuring they remain motivated.
When you incorporate the input of your employees, it makes them feel heard and valued. This will only improve their motivation to perform better work for you, their manager.
Furthermore, there are many ways to seek input, and there is not necessarily one right way to go about it. For instance, you could send out an anonymous survey to your staff, create a suggestion box where they can drop off input, or even hold a Q&A forum with leadership present to ask for input. There is no right or wrong way to go about it, as long as you ensure that staff feels heard.
What Are Some Of The Benefits Of Motivated Employees?
Motivated employees are the best kind of employees because they care about the work that they are doing. They consistently put their best foot forward and see projects through until the very end.
In other words, motivated employees are the kind of staff that you undoubtedly want to work with. Another important benefit of having motivated employees is that they truly want to see the company succeed and flourish.
A motivated employee is often a happy employee. Everyone benefits when your employees are happy.
When your employees are motivated, they don’t consider work as simply a 9-5 means of paying their debts. Rather, they see work as a place where they can continue to develop their skills, learn about the industry, make friends and professional connections, and find their own footing in a particular industry.
Motivated employees are likely to see their work as a natural part of their lives. When your staff are motivated, their work fits and meshes into the larger puzzle of their life.
Most importantly, when employees are motivated, they want to come to work. They are passionate about the progress they are making and optimistic about their work.
A motivated employee is often a happy employee. That is the main reason why motivation is relevant to the job of the manager. Enough happy employees make for great company culture, and that is something that all managers should be striving to achieve.
The realization that there are 86,400 seconds each day. What are you doing today, so that tomorrow you are a step closer to where you want to be? If not now, then when?
eightysixfourhundred, make them count