Work motivation techniques are methods, tactics and procedures used to motivate workers in an enterprise, and thus make them more productive, more efficient, more creative, have a greater commitment to the company, and be more willing to provide good customer service.
The following is a compilation of ten effective motivation techniques that you can apply right now to motivate your employees or subordinates.
Give greater autonomy
Giving greater autonomy is to giving workers greater flexibility and empowered to do their jobs.
To apply this technique, give the worker the ability to decide how to perform a task, the power to make small expenses or spend a certain budget as it sees fit, the confidence to decide when to always work as you meet their responsibilities and achieve the expected results, etc.
Giving greater autonomy is one effective motivational technique because it satisfies the need for human beings to have control of their destiny; but such requirements is necessary to give autonomy only to competent workers, give these sufficient information and feedback to enable them to make good decisions, and create an atmosphere of trust in which not afraid to make mistakes.
Another motivation technique is to offer workers incentives such as cash rewards, bonuses and prizes, in exchange for certain results.
To apply this technique, for example, offer the worker an annual bonus if they get to meet their goals, a monetary reward if they have a good performance, or a prize if they can get more sales than their peers.
Offering incentives is another effective technique, but for best results it is advisable to provide incentives for a non-controlling way; for example, instead of saying simply that if the worker achieves a goal we will reward, saying that we would like to reward the effort and dedication you put towards the target.
Giving recognition is to recognize the good performance of workers as well as good results or achievements obtained.
To apply this technique, for example, to a recognition ceremony where we reward the best team in the business, financially reward the worker who has had the best performance in the year, or let them know to a worker who has done a good job and I congratulate him for that.
Give recognition is a technique that works because it satisfies the need for humans to feel valued; but as a necessary requirement that the surveys are genuine and sincere, that is, to given them a worker who really deserve and not just with the intention to motivate.
It is to foster relationships that provide opportunities for workers who can relate, interact and bond with their peers.
To apply this technique, for example, create groups or teams (which also enable them interact with other workers who gives them a sense of identity and belonging), organize corporate events, doing activities or meetings outside of work, etc.
Foster relationships is a great motivational technique and satisfying the innate need of the human being to relate to other people, but we must bear in mind that this need is often present in people extroverted than introverted.
Another technique is to show interest or concern about the actions, achievements and problems facing the workers.
To apply this technique, for example, ask the employee why is having a poor performance and what would motivate (which also helps us to identify other ways to motivate), advise them on their personal problems, support their personal goals, give time and permission to pursue their studies, and even finance some of these, etc.
Showing interest is a technique that gives good results because it satisfies other innate need in humans related to the need to interact with others, which is to feel loved, appreciated and heard.
Do feel helpful and considerate
Another motivation technique is to make them feel useful and considered workers.
To apply this technique, for example, ask the worker proposals or suggestions to enhance productivity and improve processes (which also allows us to obtain valuable proposals or suggestions to the company), allowing him to express his ideas and opinions, ask how he would solve a particular problem, etc.
This technique works already satisfying other needs in humans related to the need to interact with others, which is to feel useful, it considered important and taken into account.
Another technique is to give workers variety or innovation in their work.
To give variety, for example, rotate the worker since, temporarily swap places with another worker, enrich their job with new functions, tasks or activities, put new challenges or goals, encourage him to propose new ways of doing things, etc.
Give variety is a technique that gives good results since the variety is a common motivator in people; but also it prevents workers from falling into the routine of always perform the same functions or tasks, which is often a source of boredom and demotivate.
Provide opportunities for self-realization
Providing opportunities for self-realization is to give workers opportunities for achievement, growth, professional and personal development.
To apply this technique, for example, give the worker more autonomy, greater responsibility, greater powers, new features, new tasks, new challenges, new goals, opportunities for promotion, to express their creativity, to learn new skills, etc. .
Providing opportunities for self-realization is an effective technique because it allows us to give the worker the opportunity to meet one of the most important needs in the human being, which is to feel fulfilled.
Provide opportunities to transcend
Providing opportunities to transcend is to give workers opportunities to leave a legacy, to feel that their lives have meaning, to help others.
To apply this technique, for example, give the worker the opportunity to conduct outreach activities, explain how through their work improves the quality of life of people, help them to find meaning in their work, etc.
Providing opportunities to transcend is a technique that works because it allows us to give the worker the opportunity to meet another major needs in the human being, which is to transcend life.
Setting goals is to put the worker to meet goals and objectives.
To apply this technique could, for example, workers put the goal of increasing sales, get more customers, improve productivity, reduce turnover, etc.
Setting goals is a technique of effective motivation and the goals they mean to people challenging and allow them to focus; but such requirements is necessary that the goals are clear, specific, challenging but achievable, and that the worker agrees with them and accepts or, in any case, to be imposed on them by someone you trust.