Although there are many aspects to effective performance management, motivating staff is the most important component. How managers evaluate employee performances has a bearing on the quality and quantity of productivity. Managers struggling to supervise employees efficiently ought to take note on how to keep staff motivated.
Managers are better off putting in place systems that can accurately gauge the interests, strengths and potential of employees. It’s then a matter of creating conditions that encourage employees to draw on inner strengths and potentials while performing daily duties. There’s little point, for example, in putting a worker that thrives on physical mobility and hands-on activities behind an office desk.weblink
When people at work feel actions are in line with personal interests and strengths it creates a sense of being engaged in something significant. This is a powerful psychological factor that generates productivity and motivation with little need for external interference by managerial staff or supervisors. Folks are then driven not only by deadlines and results, but also by the need to fulfill individual potential.
In essence, motivated actions stem from a desire to accomplish something of importance to the person as well as the company. This desire can be elicited by external factors like the promise of company perks, higher status, or a bigger bank balance. Alternatively, some folks thrive when driven by inner motives like enjoying challenges or feeling satisfied by a job well done.
Part of evaluating workplace performances therefore includes using strategies to unearth information about employees to guide managers about the factors that motivate each and every member of staff the best. This is an ongoing process that involves interacting with staff in both formal and informal settings. Managers that deal with workers exclusively from behind rule books and procedures instead of engaging with the workforce on a personal level ought to be doing something else instead.
Once managerial staff has a good sense of what motivates members of the workforce, it’s then a matter of getting out of the way to allow people to do what comes naturally. Motivated behaviors have a momentum that managers should sustain, and not interfere with. One of the best ways to sustain employee motivation is by showing genuine appreciation for what workers do, instead of only noticing when there are mistakes.
Most experts agree that internal motives like job satisfaction, feelings of accomplishment, getting challenging and curiosity-provoking tasks, and realizing potential through work are more powerful motivators to perform well than external factors. There is nothing inherently problematic about being driven by fringe benefits or salary increases to invest energy in performing one’s best. However, in the absence of external motives worker motivation deflates quickly, whereas internally driven actions endure even when outer incentives fluctuate in quality and quantity.
Productive workers are generally highly motivated to carry out tasks and duties, and establish healthy cooperative relationships. Often both inner and outer rewards are at play when it comes to motivating the workforce. Effective performance management rests on accurately gauging what motivates employees the most, and allowing folks to do what’s in line with the individual’s potential.