Tips to Motivate the Employees

Employee motivation can be understood as an effective process that initiates and maintains aim-oriented behaviors in the employees. Basically, motivation is an efficient driving force which creates the desire to achieve a goal by combining energy and commitment to work towards the goal. It incorporates different social, biological and emotional actions and it also comprises the cognitive forces which activate our behaviors in a constructive manner.

For any organization, How to Motivate Employees is one of the most important questions as motivated employees are almost inevitable for the productive growth of different businesses. Two different ways of employee motivation which can be effectively adopted by the companies are extrinsic motivation and intrinsic motivation. Extrinsic motivation can be defined as when an employee is motivated by an outside or third party source. Mostly it includes rewards such as social recognition or praise, trophies and money. While intrinsic motivation can be defined as the motivation arising from inside the individual such as someone doing a complicated cross-word puzzle purely for the personal gratification of solving a problem.

Different tips for employee motivation:

1. Use of different simple gestures of appreciating the attendance of employees, not only makes the employees feel appreciated but it also makes them enthusiastic to their work. Rewarding employees when excellence has been met is also quite beneficial. By thanking and praising employees at the end of the day, managers can accomplish many positive things. The psychological effects of these simple gestures for the employees are quite overwhelming.

2. Employers should never use negative motivation, as it can be extremely destructive. Basically, this tip is actually a "what-not-to-do." Different types of negative motivation are like imposing threats when some subordinates are not able to finish work on time. Mostly bosses do this because they think, this would give them the "presence" needed to be able to motivate efficiently but this will create a destructive impact on the employees and hence employee will be negatively motivated. Employee will do his work forcefully, not with the natural enthusiasm and in the long run, that will negatively impact his productivity.

3. Most leading companies provide different types of privileges to their employees. This is also an efficient way for motivating employees and some large and successful companies reward their employees on a monthly basis through points as they exchange these points for cash or special items. For collecting these prizes for free, employees work quite enthusiastically in the most motivated manner.

Importance of the Workplace Wellness Programs

Wellness Programs for the workplaces are turning into a trend due to the different profits and lucrative potential they offer to the business enterprises and different companies. Workplace Wellness Events Canada is becoming more popular all throughout the nation and the buzz is getting on. The main reason behind the success of such programs is that the organizations are starting to comprehend and acknowledge the fact that the healthy workers are more satisfied and more beneficial as the researches prove that unfit employees are less profitable as they take more sick leaves and that results into higher absenteeism, which negatively impacts the profits of the companies. 

These programs provide the healthier and happier workforce. Furthermore, such programs enhance engagement and togetherness among the employees who work together.  Assessing the expenses of implementing and running a wellness program for keeping the employees fit to maximize the work productivity should be compared with the ability of such programs in minimizing other major costs like stress & mental health issues, absenteeism of the employee, group insurance premiums and claims, lost productivity, short and the long-term disability, injuries and WSIB costs, indirect costs, etc. Different Benefits of these wellness programs are:

1.  It effectively helps in the reduced absenteeism of the workers.

2. It guarantees increased profits.

3. Wellness programs ensure decreased rate in injuries and diseases.

4. It also ensures enhanced rate of retention.

5. Such programs provide improved relations and spirit amongst the workforce.

6. It also ensures the privacy and confidentiality of all personal health-related information

7. It helps with the help of proper communication

8. It provides the convenience of activities and events

9. It acts as the incentives to the encourage participation

10. It comprises the convenience of activities and events.

Actually, one of the ultimate goals of these wellness programs is not only to reduce employee sick days but to also help in positively influencing the attitudes and actions of the employees and it is quite evident that the healthy employees have less stress, more energy, communicate with others properly, sleep better, work better, feel better about themselves, and hence tend to be more positive and passionate to the work. It is also a well-documented fact that employee attitudes have a significant and measurable impact on the profits of the companies and basically, employee attitudes can actually drive the financial results. That’s why it can be understood that the healthy employee is happier and more productive.

What Does Make Employee Engagement So Pertinent?

Every company wants a high-performing and motivated workforce and for this, it is inevitable to understand that every individual has his own particular distinction and consequently a novel set of Drivers of Employee Engagement will be required for each person. It is exceptionally essential to discover and hold the best employee on the grounds that successive voluntary turnovers create a pessimistic ambience which destructively impacts the revenue of the company. Disengagement can instigate low morale in the employee but it can also go beyond that because as per Gallup's recent State of The American Workplace Report, it prompts more than $450 billion in lost benefits in the U.S. annually. According to the information and facts, it can be concluded that the cost of replacing an old employee with a new employee will be 1.5 to 3 times of the annual salaries of the old employee which means company will need to spend $75,000-$150,000, for $50,000. Likewise, Kenexa, an employee solution provider organization, uncovered that companies that positioned in the top 25% of the employee engagement rankings had about twofold the income of companies that positioned in the bottom 25%.

There is no single strategy for Increase Employee Engagement; however, there are a few proposals and ideas that industry specialists perceive and that can effectively push the organizations in the right heading. Few of them are mentioned below:

Begin Employee Engagement at the Top: Unless executive authority becomes tied up with engagement methodologies, it will be only one more "HR thought", or a "corporate fad." Actually following up on engagement data by changing the association is critical success factor. Managers ought to concentrate on building a work ethos around what makes the organization fruitful.

Gather, Communicate, and Act on the Feedback: Engagement is a two-way road. In order for the employees to be engaged with the organization, the organization has to first engage the employee. Gathering employee feedback is a regular practice yet the chance to captivate employee with this procedure is ignored. If this is done consistently, it will provide employees a regular means of communicating their needs, point of views, and thoughts on the critical issues.

Assign a Mentor for Each Newcomer: A vital part of the on boarding methodology is having somebody to answer some truly important inquiries because sometimes newcomers can be hesitant to ask the manager. Building a dependable association with somebody with more experience in that organization can help the newcomer. Along these lines, he or she can better adapt and develop as a part of a team.

Hire the Right People: This incorporates both enlisting the right employee and selecting the right managers. Hiring practices ought to concentrate on procuring workers who are commitment minded and have the ability to inspire others. Moreover, selecting the right manager is vital for increasing employee engagement.