Nov 17, 2020

Why Take the Time to Motivate Employees?

According to Gallup’s State of the American Workplace report, 51 percent of the American workforce is not engaged. Why is this important? Why take the time to motivate and engage employees? That same report shows that engaged employees have a 41 percent lower rate of absenteeism and 17 percent higher productivity. Highly engaged employees are also less likely to job hop, reducing turnover. Many employees who are not engaged are simply looking for inspiration, something to motivate them to perform at a higher level.

 

Human resources professionals are central to improving engagement through motivation. Launching employee surveys to gauge attitudes toward work environments, policies, projects, and assignments is a good way to begin the two-way dialog of engagement. Once you learn what is working and what may need tweaking, you can begin the process. You can identify departments and individuals that need attention, inspiration, and motivation. The act of conducting an employee survey in and of itself engages employees by providing them a way to express their feelings, thoughts, and ideas. Employees are often the best source to define what motivates them. Additionally, taking the survey results to heart and listening to what is expressed may lead your organization to some real pathways for improvement.  

 

Open communication is also key to improving engagement and motivation. When an employee has a stake in an outcome, i.e. understands how their tasks and goals are integral to the big picture goals and mission of the organization, they are automatically more motivated. People perform at their best when they feel motivated. Working with managers to improve their communication skills can go a long way to enhance the type and frequency of feedback employees receive. In a 2020 State of Performance Management study conducted by HR.com and sponsored by LightWork® Software, HR professionals report that just 28 percent of most managers in their organizations are skilled at performance management, and cited that it was a lack of training. Managers are a direct force in motivating employees. 

According to a 2017 Gallup Report, managers are responsible for at least a 70 percent variance in their employee’s engagement. Additionally, employees whose managers regularly communicate with them are three times more engaged and motivated than those with managers who do not regularly communicate. Organizations that achieve their performance management goals to a high or very high degree report their managers also have more frequent and informal performance-related conversations with employees. 

 

Motivated employees are achieving better outcomes. They start to look for ways to better themselves and the way they do things. They become more focused on the quality of work rather than the amount of work being done. By motivating employees, you are causing change for the better. Motivation can come in many shapes and forms. A simple acknowledgment of a job well-done could be sufficient in some cases. In other circumstances, giving a raise or promotion to an employee can motivate them to work harder within the company. Any reward an employer gives to an employee tells them that they are a valuable asset to the company. It is important that managers and employers show each employee they are important to the company.  

 

Even if everything seems to be running smoothly, you never know when a person may need a boost. Motivation can be used at any time, but especially in 2020, it has become essential to keeping employees engaged and focused. At times of instability, employees can start to feel insecure and unsure of where they fit into the company’s overall goals. By communicating and motivating, you will be on the right path. They will move their focus back to working hard which will eventually contribute to the company’s success. Motivated people turn the impossible into the possible.

 

LightWork Software People Management houses employee profiles that include employee details, organization levels, primary and secondary job assignments, and employment status. It allows for all employee data to be in one place. Having the ability to provide reports about employee turnover on an organizational or departmental level can be key to improving operations. Human resources departments everywhere struggle consistently with one thing: the sheer amount of paperwork associated with the end-to-end process of employee information management. Keeping it all organized is a job within itself, and it is not an easy one without the help of a centralized hub. LightWork People Management is the perfect tool to track demographic and organizational information as well as employee notes, events, emergency contacts, certifications, and much more. Keeping track of all your employee data in one easy-to-manage location has never been simpler.  Click here to learn more about HR LightWork Software Solutions.

 

Tracking feedback and keeping up with performance conversations can be done through an employee management solution such as LightWork® Performance Management. Ensure your company’s success by organizing and documenting corporate goals and employee objectives. For more information about LightWork Performance Management, visit www.LightWorkSoftware.com.

 

 

 

 

 

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