An employee does not commit enough and then you increase the salary. All solved, right? Maybe not. Motivating people is a complex task, because human behavior is difficult to predict. What motivates a collaborator maybe does not have the least importance for those who sit next to them.
In this article, we will show you some simple techniques to increase the commitment of your employees.
The challenge of motivating people
Only 13% of employees are effectively committed to their work. This is stated in the study State of the Global Workplace, by the consultancy Gallup.
This means that every eight employees only one is psychologically motivated to contribute positively to the company that pays their salary. The rest is divided into two groups: 63% are not committed to work and 24% are “actively without commitment” (willing to negatively influence peers).
The Latin American numbers are a little more encouraging than the global ones, according to Gallup:
- Committed to work: 21%
- Without commitment to work: 60%
- Actively without commitment to work: 19%
Money is not everything
Although financial rewards are valued in the corporate world, those who think that money is the great motivator of dedication are deceived. The company TINY Pulse, which interviewed 200,000 employees in more than 500 companies in the United States for its study The Key Trends Impacting Today’s Workplace, concluded that motivating people is much more complex than simply offering more money or benefits.
The study asked “what motivates you to stand out and make an extra effort in your organization?”. The five most popular reasons were:
- Comradeship of the companions: 20%
- Intrinsic desire to do a good job: 17%
- Recognition: 13%
- Real impact on society: 10%
- Professional growth: 8%
Three secrets to motivate people
The entrepreneur and lecturer Kevin Kruse – author of the book We: How to Increase Performance and Profits Through Full Engagement, best-seller of The New York Times ranking – explains that commitment to work has three main reasons.
“Based on studies conducted in 150 countries with more than 10 million workers and my own experience as CEO of a Best Place to Work company, the commitment has three main reasons: growth, recognition and confidence.”
Says the specialist.
Employees want challenges in the work routine. Growth – intellectual and professional – is one of the main motivations. Create career plans and propose challenges to your employees.
Who does not like to be recognized for the quality of their work? Create mechanisms to reward the best in your company, based on merit, commitment or concrete results. Simple designations like “the employee of the month” are already a motivation.
Confidence manifests itself when a company considers an employee a person with sufficient responsibility to make strategic decisions. Confidence can be expanded with simple gestures, such as soliciting opinion for a company dilemma or suggestions to improve the company’s routine.
Applying the methods of motivation in the company aims to improve the performance and commitment of employees. Start with specific tests in some sectors and then develop the strategy with all employees. Good luck!