Motivating Employees Performance through Work
Motivating Employees Performance through Work
Introduction
Motivating employee performance so as to achieve the highest results is a critical tool for coaching. Motivation is a force that influences a person or causes a person to perform or act. Motivation in coaching involves the creation of certain desired conditions that will enable employees to achieve their highest performance level. Motivation in coaching is all about inspiring others. Anyone is capable of inspiring other people to attain their highest feats. One does not have to be a dynamic leader in order to stimulate the good performance in other people.
Motivating employee’s performance through work
1. Mission and goal development
Edwin Locke (1960s) established the goal setting theory of motivation. Goal setting according to the theory is to task performance. Locke postulates that, challenging and specific missions, alongside, good feedback leads to better and higher work performance. The clear goals or words show an employee that they have direction that has to be done and will make an effort of following the already set path. With a set mission, employees will be willing to work towards the attainment of that mission. This means that the employees get motivated when there is a particular, difficult goal, and specific goal to attain.
Lack of this goal makes them loose direction and lack a sense of direction. With a clear and distinct goal the employees are to the provision of greater output and also better performance. Clear, measurable and unambiguous goals linked to a certain deadline for its completion erases any misunderstanding. The goals should be challenging and realistic. Employees will feel proud and celebrate after attaining the goals. They will also be willing to move forward to accomplish more challenging and bigger goals.
2. Giving employee’s recognition for doing a good job
Recognition of employee is an informal, timely and formal acknowledgement of the behavior of a team or person for their work or effort in the workplace. Employee recognition is ways of appreciating them for their effort in enabling the organization achieve its goals. Such an effort is one that goes beyond the normal expectations. Good employers, supervisors, or leaders understand the psychological process involved in motivating others in their work. The business leaders have to use the principle of recognition on their personal work and then extend it to others. Praising or recognizing the role of other people makes them develop a strong sense of belonging.
They feel that their effort is and appreciated. This makes them feel valued and motivated. When employees feel valued and needed, they will improve on their productivity and gain satisfaction in the job they do. They are to improve and maintain good work. It is part of the human psychological needs to be to deserve praise and recognition for the job they do and gain a sense of achievement for their effort and commitment.
It is necessary for organizations leaders to communicate their expectations to their employees. They should not assume that the employees know what is of them because they cannot read the mind. It is crucial for the leaders to clear articulate and write down their expectations. This is because it will enable leaders to be satisfied with the performance and work relations among the employees. When recruiting and orientating newly hired employees, the employer should first with the common expectations of the workplace. These expectations are as the business continues to grow and other expectations to support change and growth of the organization. One way of clarifying the expatiation is to have mission statements (Robins, Judge, & Sanghi, 2009).
Mission statements or vision statements help in articulating the organizations values and beliefs and their essences in the present world. Vision statements help in developing a long–term direction that guides various aspects of an organization especially on its daily operations. A vision statement expresses the optimal reason for existences and the goal of an organization. The mission statement will help in the provision of an overview of the plan of the organization in realizing its vision to its targeted customers and values of the organization. A mission statement provides employees with mental images of the organizations, destination, and future. With this understanding, it will be possible for them to inspire employees in achievement of the desired goals (Lussier, 2000).
The mission statement should answer the question on why the company is conducting the business, the market its serves, and the reason for serving this market. The mission statement answers the question on how its services benefit the customers. It can also show the philosophy of the business, and the kind of services or products the company offers. Recognition of employee’s effort forms an essential part in the organization (Nelson, 2002).
Another way of motivating employees is through warding their effort. This can be based on financial terms or verbally praising the employee. This also makes the employees be satisfied with work. When the worker contributions are recognized, the will improve their morale and boosts their productivity. An ordinary phrase such as ‘thank you’ from the supervisors or manager can make a considerable difference. It is essential to show appreciation towards the employees when one really means it. Recognition of achievements done by employees can also be done publicly. This is through announcing of team accomplishment of noteworthy individuals in emails or meetings for the whole organization.
Further, it is vital to note that people tend to work much harder when they have the towering picture in mind. This keeps the employees with a sense that they are personally investing towards the attainment of success. This can be achieved through sharing of information concerning the efforts they are contributing and about the business overall goals. Written documents and open door policies are ways of clarifying to the employees of their expected roles (Hell, Scolun, & Woodman 2001).
Well written handbooks and other relevant documents assist employees keep up with the respected standards of the organization. When the employees know what is of them, later claims will be. Such claims normally occur when the employees say that they were informed of various requirements or policies of the organization. The handbook should present the policies that govern equal opportunity, nature of employment, discrimination, and harassment. The document should contain the grievances procedures or policies known as the “open door” policies. It should present the rule concerning clocking out and in, attendance, meals and breaks (Campbell, & Nelson 2000).
Conclusion
Organization of employees plays a critical part in improvement of work performance and in the motivation of employees. Managers have an opportunity to motivate employees based on their work and job design. This essay has shown that setting goals, missions, and having a mission statement helps in motivating employees. It is also necessary to recognize the effort of an individual or a team in a timely and competent manner. This is because when employees feel valued, they will be with the job and be motivated to accomplish other new goals.
The goals set should be realistic and challenging. It is also essential to recognize the personal growth of employees, supporting good relation and interaction, and recognizing employee’s effort. When employees are contented with their work they feel a sense of belonging. This makes them improve on performance and remain part of the organization.
References
Is this your assignment or some part of it?
We can do it for you! Click to Order!
