{"id":13211,"date":"2020-07-21T17:10:54","date_gmt":"2020-07-21T03:10:54","guid":{"rendered":"http:\/\/phanmemnhansu.com\/cac-cach-tao-dong-luc-thuc-day-nhan-vien-hieu-qua\/"},"modified":"2022-01-10T15:33:09","modified_gmt":"2022-01-10T01:33:09","slug":"cac-cach-tao-dong-luc-thuc-day-nhan-vien-hieu-qua","status":"publish","type":"post","link":"https:\/\/phanmemnhansu.com\/en\/cac-cach-tao-dong-luc-thuc-day-nhan-vien-hieu-qua\/","title":{"rendered":"Ways to create effective Motivation for employees"},"content":{"rendered":"

For most employees, job satisfaction is very important. It helps to create a positive working attitude, enthusiasm, and high results at work. You want your employees to be happy, motivated, and productive? The question is how to motivate employees to work most effectively?<\/strong><\/span><\/p>\n

OOS <\/a>introduce the following article by Dave Lavinsky - in which the author's experience is shared after many years of work and research. Following these simple steps will help you a lot in motivating employees to work hard.<\/em><\/span><\/p>\n

\"\"<\/span><\/p>\n

Through years of research, testing, and working with companies of all sizes and industries, I've identified 16 key ways to motivate employees. Learn the following methods and apply them regularly in your business.<\/span><\/p>\n

1. Help employees feel they are doing meaningful work<\/strong><\/span><\/p>\n

A recent BNET survey asked, \u201cWhat motivates you to work?\u201d<\/span><\/p>\n

The results show that\u00a0do something meaningful<\/em>\u00a0more important than money or recognition to your employees. Twenty-nine percent of respondents said that doing something meaningful is the most motivating force at work. Money accounts for 25%, and recognition is 17%.<\/span><\/p>\n

So the first way to motivate your employees is to make them feel that they are doing something meaningful. Establishing the company's vision and goals, especially involving employees in creating them \u2013 will motivate them to achieve those goals and help them feel that they are doing something worthwhile. meaning.<\/span><\/p>\n

2. Communicate effectively and share information<\/strong><\/span><\/p>\n

You must also regularly share new information to ensure that your employees make good decisions.<\/span><\/p>\n

You should always let employees know how the organization is moving towards its goals.\u00a0Set KPIs<\/u>\u00a0(performance indicators) and monthly KPI results will allow you to achieve this.<\/span><\/p>\n

3. Provide employees with clear job descriptions and responsibilities<\/strong><\/span><\/p>\n

It is important that you provide each employee with a clear job description and responsibilities. It is not enough to just state the responsibilities of each position, rather, you must specify the expected results and the duties. For example, describe the role of a customer service manager as being able to handle all inbound customer service calls.\u00a0Result<\/em>\u00a0expectation<\/em>, however, can be answering calls in less than 15 seconds, resulting in 90% customer satisfaction. Only by defining roles, expected outcomes, and responsibilities can you get what you want from employees.<\/span><\/p>\n

4. Give and receive continuous performance feedback<\/strong><\/span><\/p>\n

When things go wrong, don't take the blame. You need to replace the question\u00a0"Who?"\u00a0<\/em>for the question\u00a0"Why?".<\/em>\u00a0For example, instead of saying, \u201cWho made this?\u201d Say, \u201cHow can we improve this process or avoid something like this happening in the future?\u201d<\/span><\/p>\n

5. Believe \u2013 and reveal \u2013 trust<\/strong><\/span><\/p>\n

Most people have a relatively fragile self-esteem. If you don't trust your employees can do something, they won't believe they can, and they won't. You have to have faith in them. You can't just say you have faith: you need to show it off to boost their confidence in your own abilities.<\/span><\/p>\n

To achieve this, give your employees some authority to make their own decisions. Give them ownership of challenging projects and decide how to complete them. Although it can be a challenge for any manager, you have to let them fail a few times and not get angry about it.<\/span><\/p>\n

6. Listen, focus, and respect employee needs<\/strong><\/span><\/p>\n

You may know this before, but it is of great value if repeated over and over\u00a0leadership skills<\/a>Listening is more important than speaking. I love the quote: \u201cUnity in asking. Split to answer\u201d. Ask the group questions that will keep them engaged, specify the answers that will get them on board.<\/span><\/p>\n

7. Recognition of deserving employees<\/strong><\/span><\/p>\n

Recognition is a great motivator. Adrian Gostick and Chester Elton \u2013 authors of the book \u201cCarrot Principles\u201d, which is a study of more than 200,000 employees conducted over a 10-year period. Research shows that the most successful managers give their employees regular and effective recognition. In fact, they found that managers realized significantly better business results when they recognized employees in the form of constructive praise rather than bonuses.<\/span><\/p>\n

8. Fair treatment<\/strong><\/span><\/p>\n

First, you must pay a salary that the employees feel is reasonable. Second, you have to pay extra for the overtime work. This means that you set expectations for the base salary while also providing bonuses and clearly defining goals. This will force employees to strive to achieve the goals you have outlined.<\/span><\/p>\n

9. Driving Innovation<\/strong><\/span><\/p>\n

Management must realize that the majority of initiatives come from directly involved employees. They are people who are directly producing products or designing services, people who deal with customers, and people who are solving problems every day. As such, Innovation must be encouraged.<\/span><\/p>\n

10. Establish equitable policies that support the Company's goals<\/strong><\/span><\/p>\n

Developing equity policies that support Company goals will help motivate your employees. For example, you cannot make attending a seminar private if you want to encourage continuous learning. Instead, make sure your policies and actions encourage employee feedback, collaboration, and decision-making.<\/span><\/p>\n

11. Get constant input from employees<\/strong><\/span><\/p>\n

You want employees involved to help set goals so they really relate to them. Get information from employees in important decisions and plans.<\/span><\/p>\n

Understand that, as a leader, you will make the final decisions and plans. Even soliciting feedback will give you more information and ideas and make them feel engaged.<\/span><\/p>\n

12. Manage, but not closely manage<\/strong><\/span><\/p>\n

Employees don't like being closely managed. It is important to distinguish between attendance and control of your employees.<\/span><\/p>\n

Likewise, when managing, don't ask for details on how to complete a project. Remember, employees cannot develop and achieve\u00a0skill\u00a0<\/em>new if you tell them exactly what to do for all the projects they do. They need a sense of self-control to feel that they are successful.<\/span><\/p>\n

13. Encouragement\u00a0<\/strong>working group<\/strong><\/span><\/p>\n

Most of the projects you complete will require input from several employees in your organization. Encourage employees to work as a team rather than as a group of individuals to complete projects. The easiest way to do this is to set up an initial meeting, introduce them as a team, and give them enough autonomy to act as a team.<\/span><\/p>\n

14. Change management method for different employees<\/strong><\/span><\/p>\n

Some employees may need or want leadership and training, while others require less. It is important to understand each employee and determine the best way to lead them.<\/span><\/p>\n

15. Give employees the opportunity to develop themselves<\/strong><\/span><\/p>\n

Because people who have the opportunity to develop skills and expertise take pride in the work, you should encourage employees in your organization to acquire new skills. You can do this in many ways, such as providing\u00a0Education program<\/a>\u00a0and other opportunities for growth\u00a0new skills<\/em>.<\/span><\/p>\n

16. Fire when necessary<\/strong><\/span><\/p>\n

The ultimate tool to motivate your team is to fire employees when necessary. Bad employees can kill an entire organization. When other employees see these individuals continuing with low productivity, they will also begin to underperform. So firing \u2013 as long as you explain why \u2013 can really motivate your employees.<\/span><\/p>\n

(According to Dave Lavinsky, translated from Fast Company)<\/em><\/span><\/p>","protected":false},"excerpt":{"rendered":"

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