Employee motivation and engagement are central to organizational performance. Everyone agrees that employees are the spine of any organization and that they should be motivated. So, to succeed, companies need to encourage their workers and managers.
This is an organizational perspective. But what about the employee perspective? Do workers want encouragement? What are the hidden reasons beyond employee motivation? This short article navigates this tricky topic and gives you seven reasons why your staff needs to be encouraged.
1. Nurturing leadership
If you are leading a company, you would want to hand over your reins to someone as qualified as you. This is called succession planning. When you motivate employees, you are essentially creating a talent pool of committed managers.
Sufficient and long-term motivation means creating a deep pool of talent across all the levels of your company. People will compete with others while performing, and this competition comes only f you motivated them. So, the number 1 reason why employees should be motivated is to create the leadership of the future.
2. Personal growth
Employees want to be motivated because they want to grow personally and professionally. Growth here means improving one’s personality, attitudes, and traits. This kind of growth comes when you trust your employees by giving them autonomy and flexibility. Many management experts believe that people join organizations for personal growth also. If you want to know more about employee engagement best practices, click here.
Growth and development are not the same. However, employees develop into better and effective managers only when they grow within themselves. It would help if you encouraged your employees so that they can fit in the new roles you have created. Since your company is expanding, you’d want better and more capable leaders to steer its growth. And for that, you need to encourage your employees.
4. Employee branding
Happy employees always talk good about their employers. Great companies like Unilever are still on their employee branding exercise. Employee branding is the exercise when an employee becomes an extension of the company or the brand he is working with. Lee Iacocca is an excellent example of what employee branding is.
He exemplified his employer, Chrysler. But employee branding doesn’t happen in a vacuum. You need to continually invest in your workers, managers and the support staff to make it happen. Earning that emotional support takes time, and that is why employee engagement 24/7 is a must. Employee branding is not just about people buying company products; it is also about attracting bright talent to your organization. So, employee engagement is also about getting a new and motivated workforce for your company.
When you motivate your employees, you generate more revenue, and hence more profits. Happy people work with more significant commitment and are more productive. A happy foreman would make better lathes, while a satisfied salesman would make more sales calls. The effect of satisfaction and motivation shows in the results. So, if you want to make quality products that sell more and at a profit, motivate your employees.
6. Interpersonal relations
Companies work better if there are stronger connections not just with the external world, but also with your people, internally. When you motivate your workers, you are creating stronger bonds within and outside your organization. This creates more significant opportunities for growing organically as well as synthetically.
7. Job security
Motivated employees tend to see their jobs as secure. If you want to retain your people, make them feel that they are the most significant assets of your company. This will energize your employees no end, and they would work as if they owned the company.
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