Compared to unmotivated employees, motivated employees will work more effectively at work and do more to further achieve company goals. As a manager, you can increase the motivation of your employees. This basic motivational management skills training will make you a more effective manager for yourself and your company. You learn to deal with motivation problems so that you achieve 100% efficiency of your employees.
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What do you expect from this article?
As we all know, motivation is a complex issue. Many psychologists and researchers have studied people’s achievement motivation throughout their lives. Likewise, there are many books in bookstores that promise to give us the secret to “letting others do what we want.”
There are many motivation theories and different techniques for solving stimulus problems. The purpose of this module is not to try to revise all of these theories, but to focus on six common motivational factors that will make the difference between active employees and those with motivational problems. We will only use as many “theories” as possible to get a basic understanding of each motivation problem. First we discuss what you can do to solve the motivation problem.
learning objective
Upon completion you will be able to:
- Identify which types of employee behaviour problems are motivation problems and which are not.
- Explain in simple language the real motivation behind the different types of problems you encounter as a manager, and the steps you can take to solve each problem.
- Apply appropriate steps or answers to solve motivation problems.
- Stimulate average and above-average performers to perform better.
Training form
This article aims to do more than just give you information about motivation. Rather, it aims to teach you skills that you can apply in your day-to-day work.
This will be done through exercises that require your participation. Active participation allows you to learn “what to do and how to do it” rather than sitting passively as a spectator. Please keep this in mind as we proceed.
Manager’s motivation method
Many management experts believe that the key to employee morale and motivation is the quality of supervision they receive from their superiors. It is for this reason that most companies invest a lot of time, energy and money in the selection of managers and then provide in-depth training. In fact, this information is intended to help you, the manager, develop methods that have “proven” to generate the greatest possible motivation in your employees.
Who is responsible for motivating?
Managers and individual employees share the responsibility for motivating employees. The manager is 100% responsible for creating a motivating atmosphere for the work of the employees. Employees have a 100% responsibility to do their best in a stimulating atmosphere.
Identify motivation problems:
Attention behaviour
Motivation is not immediately visible to us. This is the main reason why it is so complicated. Instead, we observe a situation and notice that some actions, tasks, or behaviours that should have happened have not happened. We usually call it a “motivation problem”.
Like detectives, we need to pay attention to clues that indicate “motivation problems” in employees. These cues are behaviour.
Attention to behaviour has several advantages:
- Behaviour is observable; they only require our attention – no complex psychological analysis is required.
- Behaviour is objective; they are not easily misunderstood.
- Behaviour is measurable; we can count how many times a certain behaviour has occurred.
- Behaviour is concrete and concrete; not as abstract as the concept of motivation.
Start by asking yourself, “What hasn’t he done? What behaviour, action, or task should she do?” Be as specific and accurate as possible. “He didn’t do things the way he should” or “She didn’t promise” or “She had a bad attitude” are not specific behaviours. State the problem from a behavioural perspective.
Behaviour that may indicate “motivation problems”
As we said, instead of focusing on abstract and complex concepts of motivation, it is better to study our suspicion of “motivation problems” directly.
Motivation problems can be suspected by the following behaviours:
- Reduce work output.
- The quality of work output has deteriorated.
- Extend lunch and break times.
- Arrive late often.
- Frequent absenteeism due to illness.
- Motivation Worksheet 1-(Take a few minutes to answer these questions.)
1. What behaviours indicate that employees have a “bad attitude” or “no involvement”
Will someone show up (or not) to make you believe they have a motivation problem?
3. List the behaviours you exhibit when you are not motivated to perform a particular task?
Choose “motivated employees”
When we start with “proactive” employees, it becomes easier for us to motivate employees. In other words, motivation becomes easier. When we have the “right person”. “Employing motivated employees” is a choice decision. Be sure to ask thorough questions to determine the candidate’s job-related skills. In this way, the work skills of employees can be matched with the work skills required for success at work. When there is a match, we can be sure that this person is the best person for the job.
Job seekers have been motivated to learn these identified key job-related skills in the past, and will also be motivated to use them and learn other skills in the future. All hiring decisions are based on the theory: how a person’s performance in the previous job predicts future performance in similar jobs – an applicant who is motivated to perform in the past is likely to be motivated to be similar in the future. The goal is to increase employee motivation by selecting candidates who have the job-related skills needed to succeed in your company. Employees who are selected for a job that matches their skills will be motivated to do a good job, prefer their job and stay in their job longer.
Motivation Worksheet 2 (Take a few minutes to answer these questions.)
1. Think about the position you manage. Focus on the work itself. List the job-related skills for the position. In other words, what skills does the candidate need to have in order to be successful at work when conducting an interview?
2. What could the applicant say or do during the interview to show their enthusiasm?
3. Name two to three questions that you can use to test their motivation?
Successful training
Training teaches people new skills, new procedures or new information. It doesn’t teach “motivation” directly. The training accomplishes more things though — maybe a little harder to watch — but it’s still very important. Training can empower employees to gain the ability to succeed. Employees who show signs of incompetence can be taught how to perform correctly. Skill makes success. Success is the main driver. Success leads to more success. Success breeds pride in achievements; it inspires ambition; it increases personal goals; it improves performance.
Remember: training will lead to successful performance and motivation for success.
We need to look at problem behaviour and determine whether employees are able to perform tasks. Examine the capabilities of employees. Ask yourself, “Does the employee have the knowledge or skills to successfully complete the task or job?”
Keep in mind the following information about employees:
- Previous work experience.
- Work-related skills.
- Completion of any training programs supported by your company.
- Special guidance, coaching or counselling.
A low-powered person can be taught, trained and guided to perform successfully. Once they feel the “good sense of success” and everything that comes with it (knockback, acknowledgement and raise salary), their motivation can increase.
However, keep in mind that you may encounter two problem situations. First, some employees may require a lot of additional training, education, coaching, and coaching before they can succeed, forcing you to pay more than you can actually provide. In this case, you may realize that the employee is “deficient too much” and needs to take other measures.
The second problem is that some people who have trained and achieved successful performance still do not show an increase in motivation. This could be due to other reasons that we will explore shortly. Education is just one of many factors that motivate employees.
