How To Motivate Your Small Staff For Bigger Business Results
This is an article ‘How To Motivate Your Small Staff For Bigger Business Results’ by Marc Primo
For most employers, competitive salaries and corporate perks can be the best motivators in the workplace. But when the COVID-19 pandemic hit worldwide, some employees suffered more mental stress or, worse, depression spells. The lack of inspiration while working from home was at an all-time high even though employees got the proper health and safety assistance from concerned employers. This year, as many people return to their offices, we look at how employers can further motivate staff and liven up the workplace more than simply getting every worker paid.
Regarding how difficult it is for employers to welcome an exhausted and health-conscious work staff back to offices, things can be a bit challenging this year considering the birth of hybrid practices. Right now, 53% of companies want to continue with a hybrid arrangement, while 24% intend to adopt the work-from-home or remote staffing route. As things go, more people will see themselves working out of the office a few days within a week.
In one New Yorker article, studies show that Millennials and Generation Z employees place a lot of value in the incentives and benefits they get from their employers but are more prone to jumping ship abruptly. The same was evident in the Great Resignation of 2021 at the height of the pandemic, wherein 63% of employees said they found no opportunities for advancement and had lower pay.
However, there is still a chance for employers to reduce their attrition rates. Employees who are satisfied with their jobs and are on the job hunt say that having their wellbeing and purpose prioritized are key factors to office employment. Others include having access to flexible working conditions, skills development, and work-life balance can convince them to stay at their desks for the long term.
When it comes to best practices that can keep your employees on board, here are more tried-and-tested considerations that employers would want to review to keep their staff motivated despite all the recent disruptions:
Acknowledge and credit your employees
Most employees are mainly looking for three things that can drive their career growth with a company: purpose, mastery, and autonomy.
Giving them a concrete answer as to why the company needs them motivates them to accomplish their day-to-day activities and the satisfaction of knowing they are part of a greater purpose. This also presents you as a charismatic type of leader who they can champion moving forward.
Complementing this acknowledgment with opportunities to enhance their skills can appreciate their work experiences, knowledge, and value to the company.
Lastly, giving them the proper autonomy to control certain conditions without micromanagement trains them to be leaders on the floor.
The critical thing to remember when it comes to your employees is that they will always respond well to sincere recognition rather than the typical performance vs. rewards arrangement, which could come across as ingenuine or bureaucratic to many.
Coaching is always appreciated
Everyone wants to be better at what they do, no matter which steps on the corporate ladder their feet are planted. Of course, some employees have an innate reluctance when told what to do, so approach issues sensitively if you want to provide positive coaching.
Part of the mentoring style you’d want to adopt entails giving them decision-making authority in minor aspects of the job and hearing their ideas and suggestions for challenging hurdles. Considering that 68% of employees believe official training and development workshops are an essential policy, you may want to channel a particular slice of your management investment on coaching opportunities, which could translate to 24% higher profit margins.
Motivating your staff toward better productivity also builds their confidence to voice their opinions on important and relevant matters. Best of all, it helps them understand tasks and objectives more clearly and trains them to solve minor problems on the spot.
Be careful in issuing criticism
Of course, every workplace is not error-proof, and some of your employees may commit mistakes from time to time. However, properly delivering your feedback by carrying out proper investigations and collating first-hand statements from those concerned can give everyone a chance to tell their stories regarding the matter.
While it’s always a given that no severe mistake should be swept under the rug, being diplomatic with issuing out criticisms or disciplinary actions stated in your code of conduct presents you as a fair and just employer. One thing to always remember is to avoid shaming anyone for their mistakes and always resort to giving your professional feedback without resorting to high emotions.
Consider a ‘win’ a true win
Another motivational tactic that most employers practice and shouldn’t do without is celebrating every collective win whenever the company profits, wins an award, or any other cause to celebrate. Organizations build camaraderie and cohesion by marking milestones from every successful group activity or campaign.
What most of your employees would want to feel is to belong in every high and low of the company. When you celebrate every win, rest assured you can also rely on your staff to be with you for the setbacks.
Right now, more employers are thinking of out-of-the-box ideas to celebrate with their staff, which include work-from-home reimbursements and financial wellness – the latter winning 51% of employees today as per financial wellness education and empowerment platform Ramsey Solutions.
For smaller businesses that cannot create new incentives, a simple company celebration, team-building retreat, or regular get-togethers can do the job. Perhaps, giving remote staff more sick and personal leaves or a healthier workplace can boost their morale while they stay holed up at home.
Of course, these best practices on employee motivation require you to be more transparent with your employees regardless of the situation.
Your employees expect the best brand of leadership from you. Being honest with them about how the company is currently doing allows them to share upper management goals and vision rather than merely work for a pay cheque or certain benefits.
Most employers that boast lower attrition rates during the pandemic, such as Hilton Worldwide Holdings, Target, or Accenture, consider the brand of leadership along with incentives on wellbeing and professional purpose as the main driving forces for employee motivation. Focusing your development goals on these factors can help keep your staff happy and productive despite any new disruption.