Introduction
The efficient management of an organization depends on many internal and external factors, among which one of the most essential is personnel. Using motivational mechanisms to stimulate employees is becoming increasingly important in human resources management. Personnel should be considered not an expense but a company asset, which can improve the profitability and competitiveness of the organization’s human resources management process. Motivated employee is incentivized to use their skills better, cope with complex tasks and adequately deploy technical tools in the workplace. This situation leads to achieving the desired results and more effective performance of the organization. To earn a high degree of performance, the employee should want to do the job, work efficiently, and have appropriate material resources, equipment, and necessary information. In current conditions, organizations try to maximize their profit by minimizing costs and efforts, but it is only achievable with a rational selection of human resources. An organization will only succeed with the most talented and professional staff members if it can retain motivated and interested employees.
Discussion
Problem Statement
Employee motivation has always been a central problem for leaders and managers. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace, exit the organization if given the opportunity, and produce low-quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative, and productive, making high-quality work they willingly undertake. The corporation needs to get to know the employees well and use other tactics to motivate them based on their wants and needs. Therefore, this report seeks to describe various options for improving employee motivation and provide recommendations on how the firm can enhance employee motivation.
Description of Options
Offering Immediate Feedback
Employees respond positively to active feedback methods connected to individual and organizational success. People are naturally attracted to short-term performance evaluations, which allow for more rapid correction and enhancement processes than traditional quarterly or annual assessments. Employees also appreciate the immediate correction of problems and the power to move forward towards new opportunities to restart progress on new tasks.
Promoting Breaks and Physical Activity
Providing regular short breaks throughout the day is another one of the employee motivational strategies that increases performance and work satisfaction at the same time. Employees also perform better when they can exercise regularly. Whether the company can provide club-level workout opportunities or promote exercise during lunch breaks, supporting employees’ physical health increases productivity.
Encouraging Scheduling Flexibility
Flexible scheduling and work arrangements reduce infrastructure overhead while promoting employee productivity. With modern technology, the potential for part or full-time telecommuting and remote working allows many companies to experiment with flexible scheduling for some employees. A flexible management approach to personal and family needs regarding scheduling also promotes positive feelings and loyalty among employees.
Rewarding Accomplishments
Employees place great value on workplace recognition, and studies have shown that most people enjoy public recognition more than any corporate gift. In addition to higher productivity, employees recognized for objective success are often retained, miss less work, and have higher safety performances. Rewarding personal accomplishments that are connected to a company’s overall mission and goals has a direct effect on organizational success.
Evaluation Criteria
To determine the effectiveness of employee motivation within the corporation, an assessment of each strategy’s relevance, coherence, effectiveness, efficiency, impact, and sustainability is critical. Providing employees with specific, timely, and detailed feedback is relevant in improving their motivation, as feedback can encourage team members to complete goals and objectives. Feedback can also help the firm better understand the strengths and weaknesses of the team, allowing it to build on them and further motivate team members.
Promoting breaks and physical activity has shown tremendous effects in enhancing employee motivation. According to the study, employees who exercised during the workday reported a 41% increase in motivation, ultimately leading to higher interaction with other employees and job productivity (Ross, 2019). Physical activities and breaks are cheap and take little working time; hence highly sustainable for the organization. The adoption of scheduling flexibility increases autonomy in an employee’s work schedule, thereby influencing the level of motivation at work and the desire to perform at optimal levels. A 2018 survey found that 80% of workers would choose a job with a flexible schedule over those without one (International Workplace Group, 2019). This strategy is efficient in eradicating burnout and retaining employees. Developing a reward system that attains improved employee satisfaction is essential in motivating the corporation’s employees. An effective reward system should influence fairness and equity in employee behavior.
Evaluation of Options
One of the greatest strengths of adopting immediate feedback is that continuous feedback on performance gives every employee a stronger feeling of investment in your organizational goals and builds stronger relationships that stand the test of time. However, delicate egos, miscommunication, and poor timing affect the technique’s efficiency. Their overall performance is generally enhanced by promoting breaks and physical activity of five or ten minutes every hour or so to move around the office or go to the break room for a snack. However, this technique is unattainable when there is a lack of proper time management and resources to enhance physical activity. Rewarding accomplishments is effective in boosting employee motivation. Employees who see that praise is connected to promotions, bonuses, and raises are highly motivated to fulfill reasonable requirements for recognition.
Recommendation and Conclusion
The company needs to pay attention to cost-effective and productive interventions that improve employee motivation without significant risk. For instance, the firm needs to offer flextime and paid activity breaks to employees and add short bursts of activity or stretching into meetings. This action will improve employee motivation, boost productivity, and retain talent. Careful consideration must be undertaken when delivering employee feedback to ensure understanding and clarity. Feedback should be actionable, collaborative, insightful, timely, and constructive. When rewarding employees, the reward should be connected to the desired behavior to have the most impact on influencing employee motivation positively.
Improving employee motivation is crucial for boosting productivity and retaining talent within the organization. Techniques like offering immediate feedback, promoting breaks and physical activity, encouraging scheduling flexibility, and rewarding accomplishments provide a cheap and effective way of enhancing employee motivation. Developing cost-effective, effective, and sustainable strategies is crucial to achieving a highly motivated workforce.
References
International Workplace Group. (2019). New research shows that flexible working is now a top consideration in the war for talent. New Research Shows That Flexible Working is Now a Top Consideration in the War for Talent. Web.
Ross, M. (2019). Increase employee productivity and satisfaction through exercise (at work). Increase Employee Productivity and Satisfaction Through Exercise (at Work). Web.