The relevant question for management is how to sustain a high level of employee motivation over the long term. The answer is not simple. It requires that managers not only understand the concept of motivation but also how to practice it in the workplace. Motivation is described as a set of processes or factors that drive and energize an employee towards goals. Goals can be voluntary choices that influence productivity, career direction and job satisfaction.



Developing and encouraging employee motivation requires that management fully understand how to ignite both the intrinsic and extrinsic motivators for employees and to implement policies and practices that are successful in energizing your team.

First of all create a passion for your company. There is a basic human need to be an essential part of belonging to something bigger than you. The employee can be part of the bigger mission and goals of your organization. Involve employees in developing and revising the mission and vision of your organization. Cultivate and allow members of your team to be proud to work for the team.

Secondly identify personal motivators. Each person is different. However it does not take an Einstein to identify personal motivators. To one employee cash may be a main motivating factor. To another it may be an extra long weekend to spend time with family or hobbies. A good manager remarks transport executive Kirk Stevens must be flexible.

It is most important to demonstrate real and sincere interest in your employees. Show your employees that you care about them as persons and individuals. Your “door should always be open “. Show real concern for them and their families. Perhaps this years Christmas party can be held at your home.

You should out of your way with your management skills to match employee skills to specific jobs. When recruiting you should be sure to identify the key skills required for each job and that your candidates are well matched to the tasks and activities. Employees who enjoy their jobs will of course achieve higher levels of job satisfaction and thus will be highly self motivated.

As well it is more than important that clear direction and priorities be set and expounded. Nothing is worse to the morale and productivity of an organization than a management structure set on ego. In such a situation notes Mr. Stephens direction and priorities are often muddled and even contradictory. Imagine working yourself in such a conflicting, threatening environment. Mr. Stephens notes that events can even digress to the point where management can refuse to admit that they are wrong even when it is obvious to the point of ridiculousness. One might call this the” motorcycle gang” style of management.

Lastly all in all in order to continue to motivate your employees and point your organization towards continued success and profitability is what your grandmother told you “respect for others”. Is not this the way that people should and ought to be treated?