How to motivate employees

As a manager, if you really want to improve the enthusiasm of employees, you must find out the reasons why they do things. First of all, you should find out their motives and goals, and then devote yourself wholeheartedly as a partner.

If managers really want to motivate employees and influence their behavior, they must explore their work motivation, work objectives and starting point. However, it should be noted that your starting point and goals cannot be the real motivation of employees. They will ask themselves, "What's the point of doing this?" Knowing this, you have the responsibility to find employees' work motivation and combine it with their goals and actions. At the same time, it will also have a positive impact on the performance of each employee.

How can I know whether this work is done well or not? You will understand when employees start asking about the significance of "we" doing this. Pay attention to employees and their immediate interests, and they will understand that considering others as a whole is ultimately for their own sake. Of course, it will take time for these to become a reality, but as long as you persevere, you will be recognized by employees, and so on.

Most managers try to motivate employees in both positive and negative ways. In today's workplace, there are three extraordinary management skills that can be used to motivate employees and then evaluate their advantages and disadvantages. As a manager or supervisor, it is very important to understand these skills thoroughly. By studying the main methods of these three leaders to motivate their subordinates, you will get more opportunities and have more positive effects when exploring the internal motivation of employees.

Here are some positive ways to motivate employees, some of which are effective and some of which are poor: the method of scaring and manipulating employees is not effective: when employees work out of fear or manipulation, it is better to say that they don't lose their jobs. This method often makes employees full of resentment against managers and gradually hinders communication and cooperation. Threatening employees to perform their duties is usually difficult to last, and almost all managers come forward in the end.

Carrots and sticks are rarely rewarded: this law is also called the law of interest incentive. This method will eventually quietly harm the interests. Of course, in order to get rewards, employees will work harder for the time being, but what will be the follow-up effect? You have to keep giving them newer and better rewards, that is, sweeter carrots-because employees will have more and more expectations for extra work.

Ways to promote personal progress and achieve personal goals: What you have to do is to help employees realize that they need their efforts and you will help them. Paying attention to personal growth and development as a method to stimulate employees' enthusiasm will not only help employees make maximum contributions, but also improve their productivity. This is a win-win approach. Know where the motivation of employees comes from. Managers need to know where employees' motivation comes from. Do you know that?/You know what? Do you know that?/You know what?

For newcomers, they will be more and more moved, and try their best to put them in positions that can shoulder heavy responsibilities and meet personal needs. Managers should let employees get a good sense of self from the workplace, but also get inner pleasure from work. Employees can't abandon their humanity, that is, people's work instinct. The needs of employees will not shift because they walk into the workshop. In order to make employees perform well, you must deeply understand their humanity, or their nature, affirm them and help meet their needs.

First of all, pay attention to employees. Pay attention to those employees who are immersed in their work. What excites them? What excites them? What makes them depressed again? Encourage employees to try their own working methods or provide them with efficient working methods. Secondly, investigate workers' views on the working environment and ask for their suggestions for improvement. Once you get feedback, don't ignore it. According to the survey results, improve everyone's and their working conditions.

Of course, you can't meet all the requirements of all employees. No matter how to satisfy him, it is risky to expect employees' work to become the whole of his life. Nevertheless, there are some specific methods that are suitable for all managers and help to satisfy some or even some inner desires of employees. These desires will drive them to go all out and get more encouragement from them. There are three main ways to achieve this goal more effectively:

Recognize everyone's characteristics: While acknowledging to employees that each of them has his own characteristics, you are also showing that you respect and appreciate the unique talents and extraordinary things brought by each of them. Who knows, you may even find diamonds in the ruins.

To achieve greater success, the best way to concentrate wisdom is to set up a team with employees as the core, and then motivate employees. In this way, you will begin to understand what employees want from their jobs. Requiring employees to participate in collective research will make the work better completed. Then don't forget to take action to improve your work with these ideas and suggestions. Whenever you get unreasonable suggestions from employees, you should explain the reasons to employees and save them for later reconsideration.

It is important for employees to set meaningful goals: always make sure that personal growth, appreciation, innovation and meaningful goals are as important to employees as you are. Let employees describe their ideal job, their satisfaction and disgust with the job, and then finish the job better according to the situation.

Treat employees as partners.

If you want your employees to be motivated and do their best, and want them to be the most valuable property on the balance sheet, then let them feel and experience ownership in this process. The best manager will make every employee feel like a business partner. Why? Because when people feel the ownership of something, they will pay close attention to it, protect it carefully and devote themselves wholeheartedly to it.

In addition to the traditional profit sharing and employee priority, world-class managers make the workplace full of vitality, and one of the ways for everyone to have entrepreneurial thinking and ownership is to reposition their employees. For example, Starbucks and TDIndustries refer to employees as partners. Kato, a famous pacemaker manufacturer, used the term employee owner. Lenscrafters Eye, Marriott Hotel, Gore Limited, Pabuchs Supermarket and First Capital Finance all call their employees partners.

Making everyone feel like a business partner is one of the ways for managers to empower employees. There are other ways to achieve the same effect.

Stimulate employees' ownership thinking: this is better than profit sharing and stock options. This has something to do with the mentality you instill in your employees as a manager. Instilling employees with a firm sense of ownership requires them to think like business owners rather than employees. This word also conveys the sense of ownership and concern for the success of the enterprise and the happiness of employees. When employees think of themselves as business owners, they will be particularly proud of their work, because they are regarded as business partners, not hired to help.