Open post Employee Motivations - Why They Matter

Employee Motivations – Why They Matter

3 Things You Must Start Doing When You Become a Team Leader

Employee Motivations and Why They Matter

Reports show that only  35% of the US workforce feel engaged in their work. It is time to give some much-needed attention to employees' motivations. Unfortunately, this does not usually get the attention it requires until it is too late. Gallop has estimated the productivity lost from disengaged employees costs companies between $960 billion to $1.2 trillion per year. Unmotivated employees can have a debilitating effect on your bottom line.

 

Conversely, highly motivated teams increase business profitability by 23%. As such, it seems clear which type of team you would want to foster. Easier said than done. What motivates one person will not interest another, and vice versa. There is no universal answer to an employee's motivations; in fact, quite the opposite.

What Employee Motivation Looks Like

Motivated employees are incredibly involved, always up for a challenge, and take on projects. Their enthusiasm is infectious. They are excited about their work and offer ideas to improve processes and innovate. These employees drive the company forward, and are the lifeblood of a growing company.

Most people start out this way, with a new company or in a new position. They are excited for the possibilities the role offers and looking forward to the challenges, as well as, the for the future successes. This is especially true when they're part of a dedicated team that provides autonomy and support. In this environment, vested employees are encouraged to grow into new roles. And they are given the support and tools needed to develop professionally.

This is ideal. If these feelings of connection and purpose aren't fostered, and even more detrimentally, if the position lacks the autonomy needed or they see no path forward, their enthusiasm will begin to lessen - losing their motivation.

What It Doesn't

You should recognize if an employee's motivation has been lost. Unmotivated employees are psychologically unattached to the company and their work. They show up and do the work asked of them, but lack the energy and interest they once displayed. These employees will only perform the tasks that are requested, innovations or extra efforts are discarded as the job has become merely a means to an end. They have stopped offering suggestions, and seem to prefer being being told exactly what to do.

Although it may feel challenging to determine how to rectify this situation, in most cases approaching your unmotivated employee with sincere interest and compassion is enough to turn things around. If you miss the unmotivated stage, and things continue, you may find yourself with an actively disengaged employee. The actively disengaged employee has surpassed unhappiness and has turn resentful because they feel their needs are not met.

They are usually very vocal, not missing an opportunity to point out problems, or issues, but offer no solution. Their despair is obvious and can deeply affect other cohorts. Once this stage of unhappiness is reached, it would prove very challenging for management to correct this without a systemic and holistic approach.

People Crave Purpose

There have been some pretty significant changes in the workforce this year. 1 in 4 people have left their jobs, and there seems to be no sign of slowing. People are redefining their priorities regarding where they are spending most of their time and with whom. We've discussed in the past what matters most to employees in 2021, with autonomy, engagement with social issues, and an emphasis on wellbeing as the most important aspects of interest.

Ultimately, employees want to feel that their work is purposeful and that it has meaning. It must mean something to someone. This is what drives employee engagement, and when coupled with a manager who can coach an employee to their next step, the result is an invested employee.

Keep in mind that the manager alone accounts for 70% of the variance in team engagement. The one bad apple theory can absolutely be applied here. A manager incapable of fostering purpose or being unable to connect with the employees in a meaningful way can have a detrimental effect on the team.

It is a recipe for disaster when leadership fails to convey vision and inspiration to their team and instead leads with command and control. For the majority of employees (93%), it's essential to have trust in their direct boss to feel satisfied at work. So much so that more than half would decline a 10% raise to remain with a great boss because it is worth it – personally and professionally.

The Benefits of Motivated Employees

The benefits that result from having motivated employees are endless. But the most important ones to note are that motivated employees show up, are happy to be there, and stay. Absenteeism is decreased by 41% when employees are motivated, and 87% are less likely to resign.

Considering the cost of replacing an employee, which can equate to one-half to two-times the employee's salary, and the knowledge-base that is lost to the company, it could be argued the cost is immeasurable. Companies with motivated employees experience an increase of 38%  in productivity, generating up to 27% higher revenues. The numbers speak for themselves. It will only benefit a company to invest in and foster their employee's motivations – leaving it to chance can have devastating results.

What Can You Do?

This can feel overwhelming, the responsibility for the contentment of others will always feel like an impossible task, but it doesn't have to be. The easiest way to determine an employee's actual motivational status is through watching and listening. Do you have a stellar employee who isn't quite as enthusiastic as they once were or has gone quiet? It would behoove you to check in to determine the cause and develop a plan to mitigate any damage.

If damage has been done, don't worry – it is not too late, 52% of employees giving their notice express their manager or company could have extended efforts which could have prevented them from leaving. You may not believe that just paying attention could have a significant effect, but consider that employees who feel heard are 4.6 times more likely to perform at their best.

Employees feel empowered when they can speak freely about their successes and struggles. It also helps to build the trust that was discussed earlier and proves infinitely essential. As within any other aspect of life, people crave to be seen and heard – the work sphere is no different. Empowering your employees with your trust will give them the confidence to do their jobs amazingly – and you will win their trust and respect in return.

Employee Motivations: Why They Matter - Infographic

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Upskilling and Reskilling: The Secret to Staying Ahead of the Competition in Hiring and Brand Reputation

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More than half – 56 percent – of organizations believe they have a moderate to severe skills gap today, and 60 percent of employees believe that, to some extent, their current skill set will become outdated in the next three to five years. A commitment to Upskilling and Reskilling employees is quickly becoming the best path to overcoming skills gaps.

What is Upskilling and Reskilling?

Upskilling is learning new skills to optimize performance. Organizations upskill their employees to help them gain new skills and experience to stay relevant or move into a higher position. Whereas reskilling helps employees learn new skills to take up a new role within the same organization. Reskilling is more focused on training employees for a new position.

Benefits of Upskilling or Reskilling

Stay Competitive and Improve Employee Retention

Employees want learning and development opportunities to help them stay relevant in their role as well as position them for advancement. Providing a pathway for skills development motivates employees. Making them feel valued and supported, increasing their likelihood to stay with your organization long term. Upskilling and reskilling team members also helps keep companies competitive and shows that they are motivated to invest in the professional development of their employees.

Improve Morale and Productivity

Training and development opportunities help employees move forward on their career path and helps them envision their future with the organization, improving morale. Across teams, efficiency and productivity is improved, paving the way for increased satisfaction and strengthening your company’s competitive edge.

Attracts Great Talent

As word of your commitment to upskilling and reskilling spreads, your reputation in the eyes of your employees and the wider talent market improves. 91% of the millennials indicated that they preferred career development to any other benefit when choosing to join a company. By offering the right mix of upskill and reskill opportunities, employees who are motivated to keep learning and growing are motivated to stay and great talent with a similar mindset is encouraged to join.

Reduces Hiring Costs

Hiring is costly, from one-half to two times the employee’s annual salary. A measurable advantage of upskilling and reskilling is that it reduces hiring efforts to search for a specialist in a field. It is a much smaller investment compared to the cost of the recruitment process for hiring a new employee.

Upskilling and reskilling can help your company secure the right people with the right skills that you need to compete today while providing flexibility to arm team members with the necessary skills needed in the future. This attention reduces the need to look outside for talent with specific skillsets, saving time and hiring costs and allows for continuity among team members when it comes to proprietary company knowledge that would have otherwise walked right out the door.

How to Upskill and Reskill Employees?

Online Courses/Webinars

Remote learning is the most popular way to upskill and reskill during the current times when most employees are working from home. Online courses can be free or paid, and most of them provide a certificate at the end of the course. Investing in online classes allows you to upskill employees regardless of their location and time zone.

Classroom Training

Organizations can also upskill employees in a traditional classroom setting. They can hire trainers or institutes to share ideas and teach new skills and software to their employees. However, with the project deadlines, work commitments, and remote working, it becomes less feasible to attend scheduled training on the allocated day, time, and location.

Mentors

Mentorship programs within the organization are another great way to upskill employees. Subject matter experts (SMEs) from different areas can pair with employees to share new skills. This helps companies to leverage their existing talent to meet future requirements. Mentorship programs come in various forms and can be customized based on the upskilling or reskilling needs.

Pioneer companies are aware of the changing technological demands of the workplace. Last year, Amazon announced it would be dedicating $700 million to provide 100,000 employees access to upskilling training programs. In comparison, salesforce pledged to train 500,000 Americans with the skills they need to earn Salesforce credentials. Analyzing what skills are missing across the organization and upskilling or reskilling employees based on those skills will help create a growth-focused culture and continuous learning.

 

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The Best Kept Secret of Top Performers

A common parallel among successful people is that they score highly in Emotional Intelligence. Even people who may not have the highest IQ can surpass their colleagues because of the ability to tap into their EQ to appropriately connect with those around them.

Emotional Intelligence (EQ) has been thought of as an aptitude, something you either possess or don’t; however, it seems clear that the science is pointing to just the opposite. In fact, there is much you can do to assess and improve your EQ, the critical factor to both personal and professional success.

EQ is a nebulous thing we all possess at differing levels that affects how we understand ourselves and through the lens that we practice self-management, social empathy, and relationship building. Because it is so nebulous it is difficult to measure and to understand what you need to do in order to improve.

The good news is that there are seemingly infinite resources to help with both of these tasks – first figuring out where you stand currently on the EQ spectrum and second to practice and learn to improve where you can. The following are two resources by highly recognized researchers, consultants, and speakers, Travis Bradberry and Jean Greaves.

These books are a great introduction, assessment tool, and action plan toward greater abilities in EQ. There are also many online resources for assessments (paid and free) and skill building. It seems well worth the time to work on these skills as highly emotional intelligent people are the most productive and in turn the most successful.

High Emotional Intelligence = Top Performer = Career and Life Success

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