Daily Motivation For Business

Daily motivation has two very important principles - knowledge and high energy. Knowledge is the key to confidence. When you are empowered with knowledge on a certain product, issue or situation, you can act confidently. If you are unsure of what to do, you will lack the confidence to step up and act in a way that the situation demands. Empower your team with the knowledge to act independently and efficiently.

High Energy at the work place makes for a dynamic work environment. These days, employees spend a better part of their day at work and it’s important that the leader should charge the work environment with energy. This way, you can ensure that the employees love their work place and enjoy coming in to work.

Are there some mantras that you can use to provide daily motivation to your employees? Yes, there are! Let’s find out what they are.

Before Work, Pep your Employees Up

Yes, there are a lot of things to do and yes, there are deadlines to meet. Clients are hammering on your head and demanding results and you need to get down to the work at hand ASAP. However, take the time to pep your employees up when they come in to work. How you say matters just as much as what you say. A few words of encouragement spoken genuinely will definitely go a long way in motivating your employees.

Take the Time to be Nice to Them

Whatever your work load, there is always time to be nice to your employees. Make them feel respected and wanted. Call them by their names. In leisure time chat up with them and talk of things beyond work. Think of your employees as individuals and not just a means to an end. Work constantly to earn the trust of your employees. Hear what they have to say, address their problems immediately and convey to them that you count on them. Once your employees know that, they will try their best to live up to your expectations.

Communicate Openly With Them

Communication between a leader and the team is very important. It is not advisable to keep your employees in the dark about any plans the company has on expansion or change. If they get the same information from other sources, they might feel vulnerable and a little betrayed too. If there is lack of communication, there can be rifts in the team, and employees may start distancing themselves from their leader and the company.

Appreciate openly, Remand Privately

If your employees work well, do not hold back the appreciation and reward due to him. Always give your employees a pat on the back for a job well done. Organize incentives to motivate them further and provide enough opportunities for growth and advancement. In case he makes a mistake, avoid criticizing him publicly. The aim of criticism is not to humiliate but to teach. Take him aside and talk to him privately.

Once daily motivation becomes part and parcel of your organizational structure, you will be able to notice great changes in the way employees go about their work. They will be happier and more involved in what they do and their productivity will also go up.

By: Victor Ghebre

Positive Motivation If you have an online business, you know that there can be times when it is frustrating to keep the business going. Online business can often have their ups.  Values, motivation and business Values, motivation and business. I got these questions in an email interview by Garrick Gibson recently, and, since I get asked these things fairly often, I thought I would post my answers here. Business and Motivation Home Based Business and Motivation Anyone with a home business, you know who should be given.

Tips In Making A Good Employee Motivation Questionnaire

Motivation is as equally important to success as talent or personal qualities. With an employee motivation questionnaire, you can gain insight to the factors that motivates each of your employees so you can boost their performance and help them maximize their potential. You can use an employee motivation questionnaire for staff members at all levels.

An employee motivation questionnaire is a tool to measure the motivation of a worker, giving the management a broad understanding of what factors fuel motivation as well as reduce it. It can also help in identifying how long an employee will keep his efforts and what situations will drive him so. By asking your staff to complete an employee motivation questionnaire, you can become better equipped to develop strategies to lower staff turnover.

There are many services that can help you design an employee motivation questionnaire tailored specifically for your company but you can also do this on your own with the following guidelines:

First, ask questions to find out how well your employees understand the vision, mission, goals and priorities of the company. If they do not have a full understanding of the company’s goal then it would be difficult to inspire them towards it.

An employee motivation questionnaire should also ask about the difficult situations that workers are dealing with at work and at home that may reduce their motivation so they can be addressed, at least on the company’s end.

Of course, an employee motivation questionnaire should ask employees what motivates them and there is a range of possible answers to this question ranging from financial incentives, fringe benefits, job security, recognition, sense of achievement, competition, and so many others. And it is precisely for this reason of varying motivational factors that you need to pinpoint what drives each person to perform well at work.

Other factors that you should consider in creating an employee motivation questionnaire include recent events or changes within the company that are likely to affect the morale of employees whether positive or negative such layoffs, resignations, loss of a client account or, on the positive side, too, mass hiring or company expansion. Gather information about how employees feel with about such developments.

In addition, try to find out the general feeling of employees towards the company. Do they feel that the company values them and is empowering them? Can they say that the company takes great care of their employees? Or do they feel used, unappreciated and expendable?

Aside from finding out the level of employee motivation and who exactly are motivated to perform, an employee motivation questionnaire can also help you find out what specific activities or duties an employee is very motivated about. These duties are what they spend most of their energy on at work. You can then check whether they are motivated or giving their best on tasks consistent with the company’s top priorities.

By: Lucile Taylor

Examining Employee Motivation Business owners may realize that employee motivation tactics would work, but if they do not understand on a personal level how these simple actions can affect a worker. A Healthy Manager-Employee The poll asked the respondents what they thought the effects of an unhealthy manager-employee relationship in the workplace would be: 17%said low employee motivation could be a knock-on effect, 13%cited a stressful work environment. Truth About Motivation It seems I’ve typed the name Dan Pink more than my own over the past few months. His marketing machine has been working overtime and I give a tip ‘o the hat to those folks. Not many books focused on motivation.

Importance Of Extrinsic Motivation At The Work Place

Defining Motivation - Extrinsic and Intrinsic

Before we go into the importance of motivation, we need to understand what motivation is. Motivation can be explained as the driving force one has that propels them towards the achievement of goals. In other words, it is the reason why anybody does anything.

There are two kinds of motivation - intrinsic and extrinsic. Intrinsic motivation is one that comes from within the employee himself. He has a passion that drives him from within and he works because he’s genuinely interested in the job. Extrinsic motivation is the motivation that comes from external factors - such as money, promotion, etc. While an employee may not find the task particularly rewarding, he is more interested in what the task will bring to him at the end of the day.

While both are important at the work place, extrinsic motivation is what primarily leads the employees to perform the task assigned to them. Some are motivated by the bonus, others are motivated by the appreciation they will receive and for some it could simply be the motivation of getting back home early.

How to Motivate Employees Extrinsically

There are three main ways that you can provide extrinsic motivation to an employee. The first one is the promise of rewards. And, it doesn’t have to be always about money, either. Some employees hunger for praise and appreciation too. You can offer a variety of rewards to your employees - apart from incentives, you could offer free trips, meal vouchers for the family at expensive restaurants, or movie tickets.

The other two ways are offering growth possibility and recognition. Both are great ways to ignite an employee towards better work. With recognition, you satisfy the employees’ need for popularity and fame, and with growth opportunities you cater to their ambitious streak.

Benefits of Having Motivated Employees

Employees who are highly motivated are the real assets of any company. If you can successfully motivate an employee, they will work more productively, and energetically. They are more open towards assuming increased responsibility and the entire work atmosphere becomes charged with high energy. By focusing on motivation consciously, a company can transform their employees into high achievers and bring down the rate of employee turnover. Employees will be more enthusiastic about coming to work and you will observe less absenteeism.

Extrinsic or Intrinsic Motivation?

Ideally speaking, intrinsic motivation is far more desirable than extrinsic motivation. In the long run, employees who are intrinsically motivated will perform continuously and find interest and satisfaction in their work. However, with extrinsic motivation, the company will have to keep giving awards to their employees to enthuse them towards their work. Employees will find work interesting as long as rewards are promised to them. If there are no rewards, or if they find the reward inadequate, they may end up feeling de-motivated.

Handing out extrinsic rewards can also mean that employees will not look for motivation within themselves. They may count more on the awards and recognition that are coming their way and forget to look at gratification in executing the task well.

Having said that, we have to face the hard fact of life, which is that most employees will be more enthusiastic about external rewards than internal motivation. Therefore extrinsic motivation has to form a crucial basis of the company’s policy.

By: Victor Ghebre

Extrinsic Motivation The same is true regarding negative extrinsic motivation- an individual is incentivized by avoiding agony, humiliation, disappointment by others, public embarrassment for example. Intrinsic vs Extrinsic Motivation? Above and beyond these important factors, we will soon have a catastrophic phenomenon called "Intrinsic" versus "Extrinsic" source of motivation of our race. Intrinsic versus Extrinsic Motivation Extrinsic motivation might therefore be getting an A + for that math problem, being paid to do a job, getting a punch-in-the-face "pain reward" if you’re into masochism, and basically rewards that are not necessarily.