Six Work Motivation Techniques
Work motivation is an important aspect. Although people tend to believe that it’s always there, the reality is that in many cases it’s not. Nevertheless, the good news is that we can increase our work motivation if we make the right changes.
Our emotions are linked to the functions we carry out in our workplace. On the other hand, these emotions are also very linked to motivation.
Unfortunately, a high percentage of workers don’t feel fulfilled with the work they do. This is undoubtedly one of the factors that most negatively affects their work motivation.
The use of permanent work motivation techniques will allow us to discover what kind of position we want the most. Additionally, it’ll tell us how we can adapt our current work to our interests and how to motivate those who work for us.
1. Correctly insert the worker in the position
This implies inserting them in their ideal position according to their knowledge and capacities. The most valuable qualities in the workplace are confidence and autonomy. This autonomy encourages greater involvement and commitment. Additionally, these lead to greater self-evaluation and boost problem-solving skills.
Furthermore, by applying this principle, you make the worker feel important and create an emotional environment that favors their development.
2. Establish a good occupational risk management plan
An occupational risk management plan and health promotion are very important. They shouldn’t be based on external influencers, but rather on the workers’ comfort and the reduction of their stress levels.
Likewise, the company shouldn’t neglect hygiene and other factors that are more directly involved in risk protection. By practicing this principle, a company can take care of the workers’ health and safety. Furthermore, they’ll create a safe and comfortable physical environment so they can carry out their functions.
3. Recognitions and incentives
One of the factors that psychology attributes to good self-esteem is recognition. As social beings, we need others’ validation. Likewise, we need them to recognize us and the fruits of our effort. Therefore, it’s important to recognize work well-done, both at an individual and group level.
Well-used incentives can improve the worker’s performance in certain job tasks. On the other hand, badly-used incentives can have the opposite effect. Some examples of good incentives are bonuses, tickets to events, the possibility of receiving highly specialized training, etc. To clarify, these incentives don’t have to be financial.
4. Social benefits of the position
The social benefits are the services that allow workers to face the difficulties of everyday life. For example, medical and dental insurance, life insurance, pension plans, childcare services, food vouchers, school allowances, etc.
In fact, during the recession in which wages remained stagnant, many companies implemented a system of social benefits to compensate for the lifestyle the workers were used to. This type of aid is highly valued by the workers. Especially in times of economic difficulty, where access to resources is more limited.
5. Bond with workers and colleagues
A good leader must bond with the workers in order to guide them. This involves being concerned about the employees’ personal well-being. Furthermore, this interest has to be the sincere, the fruit of relationships which you can only cultivate with trust and closeness.
6. Improve professional performance
Unfortunately, many workers don’t have clear objectives. Many organizations lack the necessary tools or don’t support employees enough. Therefore, showing concern about what the workers need to achieve results could help improve their performance. Even simply asking them from time to time what the company can do to improve their workspace or the use of their time can help out.
In short, this principle reminds us that people need to feel that they’re receiving the necessary support to carry out the tasks entrusted to them. In addition, we should also give them feedback that will allow them to boost their self-efficacy.