If you’re like most small- and medium-sized business leaders (SMB), you’re focused only on one thing heading into 2020: growing your company.
It can be easy to lose touch with your employees in times of rapid growth. This includes onboarding many new employees, implementing new tools and distributing responsibilities.
While you are focused on the future, employees are more concerned about the present.
It’s time for the troops to rally before productivity and morale begin to lag.
Your management team and you can do a lot to show employees that you care about their day. They will be more motivated to help the business achieve its strategic goals if they are able to reach their goals.
This article will highlight ten ways to motivate employees and keep them interested, so that you can retain a productive workforce and reach your growth goals.
10 Employee Motivation StrategiesWhy turnover is a threat for small business growth
10 Employee Motivation Strategies
Give your employees the tools they need for a successful job
Gallup’s State of the American Workplace report has nearly 20 years of experience in studying employee engagement. It found that the single most important indicator of job stress and job satisfaction is whether employees have the right tools to do their jobs.
The right tools streamline role-specific tasks and cut down on the time required for non role-specific tasks (such as internal communication/collaboration, answering email, and tracking down information).
But if tools and processes are out of date, they can hinder productivity rather than help it. Inefficiency can lead to disengagement. Disengaged employees stop caring about their jobs and settle for “good enough.”
Managers must assess the needs of their employees and find ways to reduce inefficiencies. You’ll see the benefits of investing in the tools your employees need to do their jobs well as increased employee productivity and engagement.
Communicate how the role relates to the business’ mission
No one wants to be a cog of the machine. This is functionally important but not essential to the overall business operation. People want to feel connected to the larger picture and, even more importantly, to believe in their company’s mission and purpose.
Yet, employees can lose sight of how their roles make a difference to not only the business’ inner workings but also to the customers and end-users they serve.
As business leaders and managers, it is your responsibility to show employees how their work contributes to that higher purpose. Find “mission moments”, “big wins”, and “little victories” and share them in your team newsletter, community forum, or team meetings.
Provide advancement opportunities
People will leave their jobs for many reasons, including job fit, company culture and management, pay and benefits, and manager or manager management. According to a LinkedIn survey, career advancement is the main reason people leave their jobs.
“Job changers are people who see their job as a dead end and leave it for one that offers growth.”
Allison Schnidman, LinkedIn Talent Blog
By establishing clear paths for advancement and development, you can motivate employees to stay with your company. Give employees the opportunity to meet the criteria to be promoted and provide feedback on their progress.
Recognize employee achievements
While constructive criticism can help us learn from past errors, it is not as effective as recognizing our mistakes.