This means not only allowing your employees to make more decisions but also giving them the ability to lead. These will make them feel as if they are making a difference and are valued. Many employees have great suggestions, and their input could be valuable to the organization’s short-term and long-term goals. If their suggestions are implemented, they will feel as if they have purpose.
2. Serve and lead as an example.
You cannot expect your employees to be hardworking, reliable and diligent if you do not emulate those characteristics as a manager. You must lead by example, which means you must remain consistent as a manager. Employees want to feel confident that they can trust their managers. If they do not, they may become resentful when being asked to adhere to your vision.
3. Communicate, listen and care.
Employees will care more about excelling in the performance of their responsibilities as well as the overall success of the company if their managers communicate that they truly care about their employees’ wellbeing and individual careers. They desire consistent communication. They want to know their managers will listen to their ideas related to improving the workplace, frustrations, concerns, problems, work-life balance, values, goals, etc. Employees are more motivated if they feel as if their managers genuinely care about their career paths, which can be shown through coaching, mentoring and training.
4. Provide incentives.
Develop enticing incentive programs that afford all employees the opportunity to benefit when the company does. This shows your appreciation for them. Incentive programs demonstrate managers’ recognition of employees’ exceptional performances and encourage employees to continue this behavior. Employees are more motivated when they know their efforts will result in rewards.
5. Offer opportunities for advancement.
Employees remain motivated when they know they are working towards a larger goal, i.e. advancement. If they do not realize any tangible opportunities for growth, they will not be motivated to work hard or go above and beyond. Nobody wants to feel as if they are working at a dead-end job; this feeling diminishes engagement. Most employees yearn to advance within an organization, and many of those same employees also want to acquire new skills and gain more knowledge. They want to grow both professional and personally, so managers should foster such development.