Staff Motivation

Managers need to determine what motivates their staff or why there is a lack thereof. This understanding to meet team members’ needs should be used in order to reach their goals as well as those of the team.
The rule is quite simple – team members work more effectively when they feel motivated – and become difficult when they are not. Remember, these employees will collectively contribute to organizational growth when they are motivated. The manager subsequently plays the most important role in successful employee relations and they should be aware of the different ways in which people are motivated. They will need to identify which actions will motivate the different individuals in the team and which are demotivating them in order to improve organizational success.
Clear instructions should be given on team aims and objectives should be initially established with team members. We all need a sense of achievement and do not wish to fail meeting objectives, so individual needs should be identified for training to reach the required standards. Team members should be coached to develop their performance and learn new skills. This can be achieved by giving them more control over their work and how it is done by allowing them to perform more complex tasks. Managers who support and encourage these people to work together and show appreciation for work well done will create team spirit and team members who apparently motivate each other.
Managers need to be aware of the team’s workload and what support individuals need in order to do their job well. Once objectives are unclear and people are uncertain about what is expected from them, they may appear difficult when they do not take action or do the wrong thing. Managers should allow these individuals to participate in making decisions about the roles and the way they carry out these jobs.
A positive approach to communication need to be encouraged between team members so that they may support each other and ultimately become more effective as a team.