5 Ways to Motivate Your Team Without Paying Them More
As a manager, you want to motivate your team and draw out their best efforts every day. How do you do it? You could pay them more, but budgets are very rarely unlimited and often that decision is out of your hands. In addition, research has shown that money is not the only influence when it comes to motivating factors for workers across all professional levels.
In the absence of a blank cheque book, then, here are five ways to bring out the best in your staff which don’t impact your bottom line.
1. Give them a path within the company
When Talent Solutions surveyed more than 10,000 people who had recently changed jobs, they found that the primary motivation for changing was to find a position with more career progression. People like to know that they’re moving forward – after all, what’s the point of giving it your all if your all doesn’t get you any further? Talk to your employees about their career goals and identify training or experience opportunities that will help them progress. You’ll be rewarded by harder work, and cut down on expensive employee churn in the bargain.
2. Give them meaningful work
Not everybody can be researching a cure for cancer, but studies show that when employees hold sincere beliefs that their work is meaningful, their effort increases. The take away for managers is to communicate with employees. Make sure that even your entry level staff understand where their responsibilities fit into the whole picture and why they’re both important and appreciated within the team.
3. Recognise achievements
Recognising and praising your staff when they go above and beyond is a powerful tool in the management toolbox. Don’t just nod at a worker privately: make sure that they’re recognised by the team as having done something great by making it public and specific. Of course you don’t have to throw an awards ceremony every time someone meets a deadline, but an acknowledgement in a staff meeting about a great idea or the fact that someone stayed late this week to cover goes a very long way.
4. Foster team spirit
Camaraderie and peer motivation are integral to motivating employees, far outranking financial compensation in motivation surveys. Harnessing this as a manager means making sure that your staff all know what the other workers are doing and how those tasks come together as a whole. It means organising events and social interactions so that your team feels close together. The more bonded your team, the more inclined to work hard for the greater good each member will be.
5. Build trust by offering flexibility
With employers offering flexible working arrangements more often than not these days, it’s important to be open to some versatility. If a team member needs some time off for personal reasons, be compassionate and accommodating. Or if they would prefer to start and finish work early, then team up to come to an arrangement that will benefit everyone. Being open to flexibility will help to build a trusting and open relationship between manager and team member, engaging employees in their work and giving them fewer reasons to look for employment elsewhere.
This article was written by Tanya Ashworth-Keppel on behalf of the Australian Institute of Business. All opinions are that of the writer and do not necessarily reflect the opinion of AIB. The following sources were used to compile this article: Talent Solutions LinkedIn, Wall Street Journal, Forbes