Company clothing: Who doesn’t like a free t-shirt or cap from a company? Free apparel and other branded items can be an easy and inexpensive way to say “thank you” to employees.
Certificate of completion: Present a certificate in recognition of a specific accomplishment. Recognition in the presence of coworkers: recognize your employees’ accomplishments at a corporate meeting, in a newsletter, or on the company intranet website.
Special bonuses: Give a gift card to your employees when you notice them doing something properly. You may even provide tickets to a sporting event or a live performance. You can also buy gift cards from couponing websites like Living Social, Groupon, Restaurant.com, and others to make it more accessible.
Special projects: offer your employees the opportunity to work on special projects beyond their normal responsibilities. Doing this will allow them to grow and will also show your confidence in their abilities to do a good job As you can see, these are just a few examples, but the possibilities are endless.
Remember to also consider the subjects you need to recognize: a shy and introverted person may not appreciate public recognition; on the contrary, a leader expects nothing else.
Concentrate upon intrinsic rewards
Money is important: we all need to eat and pay our bills; but, money has its limits as a motivator. Once the physiological and security needs have been covered, earnings have no effect on our everyday contentment and are thus ineffective motivators.
Intrinsic motivation comes into play in this situation. It helps an employee on a personal level by focusing on what the individual values: autonomy, progress, and relationships. This manner, not only will the drive be stronger, but it will also remain longer: it is concepts like purpose and values that, eventually, truly stir the soul.
Give independence to your Team
Every human being values a certain degree of independence: everyone wants to feel in charge of their time and energy. Lack of autonomy is a guaranteed method to drive your team’s motivation down. Managers and managers who give their employees liberty show that they trust them, which helps to foster an emotional link between the employer and the employee. Relationships, especially in business, are built on trust. Allowing people to have complete autonomy over their work allows you to develop a healthy and respectful relationship between hierarchical levels, and for employees to see the manager as a figure who can assist rather than a figure that only wants more results and control. Eventually, this mindset results in self-sufficient and accountable teams, as each person develops and learns their own procedures and understands how to operate both alone and collaboratively. Bridging-Misalignment-Marketing-Sales-Gamification
Managers are generally wary of this method of working because they believe that giving too much room to their direct ties would result in a relaxed environment where employees will profit. Due to their training with the “fear” technique, individuals frequently have a mentality problem at the root of this attitude. This strategy only produces authoritarian and wait-and-see managers, when what you really want is authority. The power of the grade within the organization corresponds to authority, whereas authority is given by what others recognize in us. “Do as you’re told” is a thing of the past. Tyrannical behaviour is no longer accepted in the corporate world.
Leadership entails releasing people’s potential, communicating your objectives with them, and ensuring that they are stimulating and gratifying. Employees are more motivated, committed, and enthusiastic when they are given opportunities to push themselves and manage their projects. In this situation, the idea is to give your team a genuine sense of ownership over not only their most critical tasks, but also aspects like working hours and personal time. The ability to manage one’s time can be just as motivating as the gratification that comes from seeing a project through to completion. Excellent suggestions on how to keep staff engaged and take full responsibility for their work. In this regard, you can consider allowing staff to choose their own working hours. This is a simple method to demonstrate that you trust your colleagues to do tasks without undue inspection. You’ll be surprised how driven your employees will be to take on the challenge if you focus on results rather than regulations.
To be continued…