Motivation and Related Concepts

QUALITIES OF MOTIVATION

Employee motivation is a psychological force that energizes and directs employees’ behavior toward achieving organizational goals. This strong force boosts productivity, improves customer service, and ensures peak performance at both the individual and organizational levels. Work motivation not only has the ability to unleash performance excellence, but it also invigorates the workplace through its four signature qualities.

Knowing what motivates us at work is useful because it allows us to identify the factors that contribute to our sense of accomplishment, drive, and what measures of success are most important to us. We can measure when our motivations change, whether they increase or decrease, and what factors cause these changes if we know where they come from. Knowing what drives us will help propel us forward to achieve our personal and unique goals and successes.

On the surface, this may appear overly simplistic; you may believe you already know what motivates you – money, status, competition, working with others, working for a cause, and so on. While these may be your surface motivations, it is critical to delve deeper to discover your true motivations. Understanding this about yourself will help you persevere and achieve your objectives.

The 4 Qualities of Employee Motivation

Isac (2016) cited the work of Johns (1998) in an article published in the Journal of Economics and Business Research to explain how employee motivation works through four distinct but interconnected qualities: effort, perseverance, direction, and objectives. Energy, perseverance, mental engagement, and drive are four characteristics that can be activated in the workplace:

1. Energy – Motivated employees put more effort and vigor into their tasks, projects, and assignments. When confronted with a greater volume of work, they exert more effort.
2. Perseverance – Motivated employees show steadfast persistence in job-related tasks even when faced with obstacles. Their high energy levels allow them to power through obstacles.
3. Mental Engagement – Motivated employees not only work hard, but do so with comprehension, intelligence, and sound judgement. They are not command-and-control robots. Instead, they use their brains and add value while carrying out their mission.
4. Drive – Motivated employees are focused on achieving their priorities—the goals that motivate them. Their goals and priorities, however, are not always in sync with organizational priorities, objectives, and values. As a result, keep an eye on the outcome of people’s efforts to ensure it is not counterproductive.

These four aspects of employee motivation contribute to a lively and productive workplace.

Motivating Factors

Employee motivation is a key factor in creating the dream team. Below are some key motivating factors that will make your team more enthusiastic and ready for work:

• Be a Great Communicator – Without great communication skills, leaders will have a hard time motivating employees. Effective communication is one of the keys to unlocking the motivation needed to ensure the desired organizational culture, in addition to the success that’s ultimately achieved through increased motivation. While communicating, be sure to use the influential words needed to deliver the efficient message. Always be clear and open about what’s expected of them
• Be a Great Listener – Going together with great communication is the ability to listen effectively. Employees believe that their opinions can improve certain work situations. To enhance employee motivation in the workplace, the manager should listen to his employees and consider their views
• Nurture Life Outside of Work – Not everyone has the same motivation for work as the employer. To deal with this, ensure you lay stress on things that your team needs. Nurture their lives outside of work to give them the motivation and energy to be a great employee
• Be Likeable – The concept of liking can be implemented for effective employee motivation. The more you like someone, the more you’re likely to be persuaded by them. So, when you’re motivating employees, ensure you’ve done the preparation in getting on their good side
• Exchange – The idea behind this concept is that if you give something to your team, they’re likely to give you something in return. Even if it’s as little as sharing a meal, the employees will reward you with more motivation to go to work. They will stay happy and energetic, while you get good work out of them
• Social Proof – Leaders can motivate their team by using social proof. Social proof is the conveying of good work of others, to certify what the team is doing. By appreciating somebody in the team for good work will motivate others to reach the same kind of success. This way employees feel better about their actions, based on what others are doing. Coupled with praise, increased employee motivation can arise
• Partnering – Partnering with employees gives the employee the feeling of shared responsibility. This enables the employee to gain a more self-motivated working style as they feel both the responsibility and reward. As all employees are different, you might have to be aware of a few different ways to do so

Why Stay Motivated

Motivation at work is a key concept today. Employees are the people who make an organization and hence their performance significantly matters in the success of any organization. There are various reasons for motivation at work. Some of the reasons are –

1. Combines the ‘Will to work’ with ‘Capacity for work’ – The willingness to work differs from the capacity for work. An employee may have technical skills, physical strength, mental alertness, and sufficient intelligence, but he may not have the willingness or mentality to apply them to the task. Work motivation removes this psychological obstacle and combines the will to work with the capacity for the work of the employees. A person who is motivated does not consider any other factor and does not let any obstacle come in the way of their performance.
2. Secures Full Support and Energy of Employees – The vital mark of successful leadership is a manager’s capacity to ensure full support and coordination of employees, combined with their enthusiasm, energy, and abilities. A manager cannot buy his employees’ enthusiasm, initiative, or productivity. When the employees of any organization are motivated and energized to deliver, success is always assured. This also ensures that all employees coordinate and motivate each other to perform their best.
3. Understanding Employees’ Needs – Motivation at workplace makes managers identify, understand, and realize the needs of their employees. If this realization is present, managers are sure to receive the cooperation needed from their employees for the profitability of the organization. Here, it is especially important to understand that all employees are unique individuals, and so they have different needs. It is important to understand these differing needs and satisfy them accordingly.
4. Maximum Utilization of Resources – Motivation in the workplace inspires employees to make the most efficient and judicious use of different factors of production. They work wholeheartedly to apply their best skills and abilities in minimizing waste and cost. When employees are motivated, they are willing to contribute their all, and do their best to achieve the best for their organization. This will enable the organization to utilize its human, physical and financial resources to the maximum.
5. Increase in Efficiency and Output – Work motivation is a very effective tool in the hands of managers to maximize the efficiency of operations and output of the organization. Motivated employees give better results and productivity as compared to other employees. A happy and satisfied workforce ensures improved efficiency and higher output for the organization. An increase in labor productivity results in higher salaries for the workers and increased profits for the organization. High performance is a must for an organization to be successful and this performance comes through the motivation of the employees.

IMPORTANCE OF MOTIVATION IN ORGANIZATIONS

1. Low Employee Turnover and Absenteeism – Employees who have the motivation to work stay in the organization longer and their absenteeism rates are quite low. High labor turnover and absenteeism create many problems in the organization, affecting the overall performance of the organization. Thus, the existence of attractive financial as well as non-financial incentives is important to help to retain employees and keep them satisfied. With reduced labor turnover, it becomes possible for the organization to plan its activities on a long-term basis and be able to rely on certain employees to ensure the success of the organization
2. Acceptance of Organizational Changes – Organizations are integral parts of a society. The changes that take place in a society, such as changes in technology, beliefs, knowledge and value system require an organization to incorporate and adapt to those changes in order to cope with the requirements of the time and situation. When these changes are introduced in the organization, there is a tendency to resist such changes by the employees. However, if they are motivated, they will accept, adapt, and implement these changes and keep the organization on the right track
3. Better Industrial Relations – Motivation merges employees’ interests with the organizational objectives. Motivation in the workplace makes the employees work towards their goals, which makes them feel closer to the organization and its members at large. There arises a sense of belonging and mutual coordination at all levels. Motivation fosters team spirit among the employees. This reduces labor unrest and creates better relations between managers and workers as well as among co-workers
4. Facilitating Other Functions of Management – The successful achievement of different functions such as directing planning, coordinating, organizing, and controlling, all are linked to motivation. Work motivation is the exact force that can make all the planning successful, direction forceful, organization sound, control effects, and co-ordination tight

From the above points, it is clear that there is great importance of motivation in the workplace and in business activities. No tangible result is possible without work motivation, mainly because it allows management to meet the company’s goals. Without a motivated workplace, companies could be placed in a very risky position, because all that matters is the performance of the employees, which is significantly affected by their motivation levels.

Increasing Motivation at Work

People are motivated by different types of things at work. People think that money is the greatest motivating factor, but there are several other motivators which can inspire employees better. Employee motivation is extremely important from an organizational point of view. Thus, having a leader who can constantly make efforts for motivating employees is an invaluable blessing. Motivated employees perform better and help their company meet their goals.

Ways To Improve Motivation

Motivation is an internal process that initiates, guides and maintains goal-oriented behavior over a period of time. It is no different in the workplace. Some tips on how to increase motivation at work are mentioned below –

• Have a Positive Attitude – To improve employee motivation, strive for positive reinforcement as much as possible.  There may be a time when bad behaviors or results need to be pointed out, but for the most part, you can achieve more by being polite.
• Define The Purpose of Your Work – Nobody wants to work without a purpose. When you define the purpose of the work your team will do, it helps them recognize the effect it will have on your clients and your organization. They feel they are making a difference and this helps in increasing their motivation to work.
• Don’t Control – If you really want to improve your employees’ motivation to work, don’t supervise. Give your team a task and a time limit, and then give them the freedom to work as they wish. The most productive time for each employee may be different. When employees can decide when and how they will work, it leads to improved efficiency and motivation.
• Focus On the Big Picture – Small tasks that may seem irrelevant play a large role in the productivity and progress of the organization. You can increase employee motivation by helping them to focus on the big picture. Show your employees how a task that seems insignificant has a great impact on the success or failure of the project or business as a whole
• Be Clear About What You Expect – Be very clear about what you want in order to improve your employees’ work motivation. A long journey starts with a single step. Focus on the first step, be clear about what it is and how it can be completed, and then ask your employees to complete the task

A POSITIVE WORK ENVIRONMENT THAT FUELS PRODUCTIVITY

An employee is greatly affected by his environment. While helping your employees to find the motivation to work, one of the most important things you can do for them includes setting the right tone at work. Building a positive work environment will yield far better outcomes for your employees and also fuel productivity. Hence, through this article we are going to talk about enhancing productivity and ultimately, how to motivate employees.

Ways To Enhance Productivity –

Given below are some ways to enhance productivity at workplace:

• Clear Communication – Good communication between an employer and his team is essential for a positive working relationship. Your employees need to understand what you want them to attain, but employers also need to have an idea of what employees expect from them and what motivates people to work. To build a positive work environment, there should be a clear communication between the two. If there are issues, do not pretend they don’t exist and also don’t avoid them. Address them directly and make it clear why it’s an issue. Moreover, if you are carrying bad news, it’s much better to be direct with your words.
• Listen To Everyone’s Ideas – Each one of your employees is there for a reason. Motivating employees to voice ideas is critical. Even if the idea needs some improvement, it’s still important that everyone has his or her say. This will depict that each member of your team is valuable and his or her advice is just as important as a fellow coworker’s. This will also help them learn from each other and look for more ideas to share with the team.
• Recognize Hard Work – It’s a good idea to recognize and reward an employee who does a good job. Rewarding those who work hard will encourage them to keep up the great work. You can bring attention to your employees’ accomplishments during staff meetings. Other rewards can include letting your hard working employees either leave work early or come in later, or present them with a gift card. Some organizations even reward employees for spending time outside of work reading business related books, learning code, or attending seminars, and if an employee has been working hard for long, he could earn even bigger rewards
• Show Your Trust – As a leader, your instinct may be to intervene and make sure everything is running exactly as you want it, but that will not create a positive work environment for others in the workplace. This way, employees feel that they are being watched, and their morale suffers a lot. Employers need to step back and let their employees do their jobs. You have to believe that they will do a good job, after all, you hired them for a reason. While you should be checking in with your employees periodically, you don’t want to be bossy about it. This will provide employees with additional motivation for work
• Have Some Fun – Your employees are spending long hours in the workplace. Maintaining a professional environment is important but that doesn’t mean it has to be unexciting. A happier employee will no doubt, perform much better. There are several ways to be both fun and professional. Allow your employees to decorate their work spaces to depict their personalities. Allow them to take breaks during the day and they’ll be happier and more productive. A staff retreat is sure to work wonders
• Lead the Way – A leader sets the tone for his employees. If you are bad tempered and negative, your employees will react accordingly. If you stay positive, your work environment will show that. A smile is communicable and a frown even more so. Encourage your employees. Listen to them and keep up the continuous communication

Once you create the positive work environment, maintaining it becomes much easier. It produces a powerful impact that continually fuels productivity and gives employees the motivation to go to work. When employees can see the humor in their inaccuracies, celebrate their successes, and feel empowered, they will intently engage in learning and, consequently, be more productive.

GOAL SETTING AND MOTIVATION

Goals give our lives direction and foster our motivation for work performance. Goals are similar to road maps in that they guide us from one location to another. Goals give us the motivation to keep going, and a way to track our progress. The best way to achieve results is to plan for the future while living in the present, and that is possible through setting goals. Setting goals is something that is frequently discussed, but it is often treated as an abstract concept. So, setting goals requires careful consideration and planning.

What is motivation? Motivation can very well be described as the difference between success and failure. Setting goals is one of the most effective ways to stay motivated and enhance performance. When we set goals for ourselves, we find the motivation to go to work: this means that they are meaningful to us and that there is value in achieving them. If we have little interest in the outcome, or if it is irrelevant in the grand scheme of things, we are unlikely to put in the effort to make it happen. As a result, motivation is essential for achieving goals.

To avoid a loss of motivation at work, we must set goals that are related to our top priorities in life. Without this type of focus, we may end up with far too many goals, with insufficient time to devote to each. Goal achievement necessitates commitment; therefore, to increase our chances of success, we must feel a sense of urgency and adopt an “I must do this” attitude. If this is not the case, we risk putting off the necessary steps to make the goal a reality. As a result, we are disappointed and frustrated with ourselves, which is both demotivating and discouraging. We may also end up in a very destructive frame of mind, where we are constantly doubting our abilities.

To ensure that a goal is motivating, write down why the goal is valuable and important. Think about if you were to share your goal with others, what would you tell them to persuade them that it a worthwhile goal. We may use such encouraging value statements to find the motivation to go to work if we start doubting ourselves or losing faith in our ability to achieve the goal.

Remember that goal setting is a continuous process, not just a means to an end. It is critical to include reminders to keep yourself on track, as well as regular time slots to review your goals. Your long-term destination may remain consistent, but the action plan you set for yourself along the way may change significantly. Thus, keep in mind to maintain a high level of value, relevance, and necessity. Now you know, setting goals entails so much more than simply stating your desire for something to occur. You might experience a loss of motivation at work and your chances of success might be significantly reduced unless you clearly define what you want and understand why you want it in the first place.

GOAL SETTING FOR EMPLOYEES

Setting goals is creating an action plan to inspire and steer a person or group toward a goal, in other words, enhancing their work motivation. When employees have clear goals to aim towards, it improves their efficiency and performance. Furthermore, when team members work together to achieve goals, it changes the way a firm tries to attain its business objectives.

5 Ways to Facilitate Better Goal Setting for Employees

The 5 steps for carrying out goal setting for employees are:

1. Setting and achieving SMART goals:

• • Specific Goals – Goal setting should be specific, clear, and direct. Goals that are vague simply serve to confuse personnel about what they need to accomplish to attain that precise goal.
  • Measurable Goals – Employees are able to keep track of their objectives and stay motivated only if they are “trackable.” Setting clear, quantifiable goals emphasizes the effort necessary to achieve them.
  • Achievable Goals – Setting unrealistic objectives can only lead to staff demotivation.
  • Relevant Goals – Great SMART objectives take into account the conditions necessary for goal accomplishment. Unforeseen situations may jeopardize the accomplishment of the objectives.
  • Time-bound Goals – SMART objectives that are time-bound allocate a certain amount of time. It gives a completion date to each plan which gives a person the motivation to go to work. This guarantees that daily activities do not get in the way of achieving goals.

2. Strike a balance between employee goals and business goals: Every individual goal should contribute in some way to the achievement of team or corporate objectives. The primary requirements for creating objectives for workers are to match company goals with personal aspirations. Thus, in order to maximize the impact of goal-setting for employees, each goal should strike a balance between employee and corporate objectives.
3. Collaboration To Set Stronger Employee Goals: According to a 2013 Forbes article, working on objectives with your peers increases your chances of success. According to this study, those who discussed their goals with their peers had a 75% higher probability of success than those who worked alone. Collaborating allows you to see alternative points of view and ways to achieve a performance objective. It also gives you confidence to know that someone is there to assist you.
4. Recognition on achieving performance goals: When done correctly—that is, on a regular and timely basis—recognition is a fantastic tool. It demonstrates to individuals how their efforts have aided in the achievement of critical company objectives. According to research, engaged employees are more likely to continue functioning at a high level than disengaged employees. Appreciating workers for exceeding performance targets is an effective approach to foster a culture of recognition and boost overall employee motivation and performance.

Thus, for goal setting for employees to work, every key company priority must be translated into specific goals. It will assist you in prioritizing activities and measuring the success of your company plan. Specifically, your performance management techniques must guarantee that the team goals are properly conveyed to individuals when they set their personal goals.

GOAL SETTING FOR LEADERS

There is always opportunity for improvement, whether you are a born leader or have honed your leadership abilities through time. Leaders must have a vision, persuade others that their goal is achievable, and inspire others to follow them. In order to effectively execute your business plan, you’ll need excellent leadership abilities to develop a strong team, manufacture a solid product, or offer a certain service, regardless of the size of your company. Thus, in this article, we are going to talk about goal setting for leaders and how this can help in motivating employees.

Goal Setting for Leaders

Goal setting for leaders might include the following leadership development goals:

1. Become an active listener: Effective leaders are known for their active listening skills. An effective leader fosters an open communication culture and actively listens to their employees (from entry-level to C-suite). Whether you receive positive or negative feedback, approach each interaction with the intention of listening to what your team has to say. People will feel more at ease speaking up and sharing their opinions if you demonstrate your willingness to listen. This will result in increased workplace motivation and productivity, and progress toward goals for both individuals and the company.
2. Offer constructive feedback: Feedback is frequently used by companies to encourage clear communication and employee progress. As a leader, you may inspire your team to achieve greatness by giving constructive criticism that emphasizes development rather than fault. Giving criticism is more than just critiquing someone’s actions; it may also encourage growth, development and workplace motivation if done appropriately. Create an atmosphere where your staff is confident in your feedback’s aim.
3. Be adaptable to change and growth: Set a goal of being adaptive and open to learning new things rather than believing you know everything. You’ll be in a better position to operate your business if you’re open to change. Maintaining an open mind to new prospects and business methods will aid your (and your company’s) long-term growth.
4. Improve your emotional intelligence: Many successful leaders have high levels of emotional intelligence. The five key components of EQ are self-awareness, self-regulation, social awareness, social regulation, and motivation. These characteristics help with decision-making, goal-setting, and stress management, which are all important aspects of leadership. While some leaders are born with a high EQ, it can also be developed. Every leader should not only understand what emotional intelligence is, but also have a plan for increasing their emotional intelligence ability.
5. Become more efficient: Time management is extremely important for business executives since they frequently handle several competing obligations. Identify areas where you can improve your efficiency (both in your own duties and in your corporate operations) and work toward those objectives. You will have more time and motivation to improve other talents and complete other chores as you become more efficient.

Improving goal setting for leaders is one approach to becoming a better leader. The objectives you establish for yourself should be aimed at addressing your deficiencies and strengthening your leadership style.

GOAL SETTING: MORE TIPS FOR LEADERS

1. Build dynamic teams: The finest companies are varied and inclusive, with a wide range of people. To build a successful, well-rounded team, a competent leader will objectively select the best individual for the task. Business executives must become adept at determining whether or not a candidate is qualified to achieve the company’s goals while also being a good match for the culture. The more diverse teams they can assemble while remaining in sync with one another, the better.
2. Lead by example: A company’s culture and foundation begin with its leadership. If you want to work in a company that encourages open communication and collaboration, you must model such qualities. As a result, if you take by example, your staff will most likely follow suit. As a leader, you should demonstrate exemplary behavior at this time as employees look up to their leaders for motivation for work. You should lead by example rather than demonstrating how difficult times are hurting you personally.
3. Be a mentor: Leaders who are also mentors are effective. Make effective mentorship a priority when creating objectives since your team looks to you for coaching, counseling, and direction. Make a growth plan for each team member that will help them improve as individuals and increase workplace motivation. After your meeting, provide them with frequent feedback and suggestions to support them along the path. Take the time to listen to them and provide them with fresh challenges to show them that you care about their personal development.
4. Show appreciation, recognition and empathy for your team: Every successful leader understands that a company’s most valuable asset is its people. Express your thanks and admiration for your team, especially when they achieve a new goal. Having a team of happy employees might help you increase productivity and work motivation. Recognize your employees publicly to let them know how much they are valued. Recognize that the job they perform is not taken for granted, and that they are a valuable addition to your organization. Organize a company-wide gathering where employees may recognize one another for assisting them in any manner they can or going above and beyond.

The leadership of your company shapes the culture and expectations of its employees. Employees look to business leaders for guidance on how to act and the motivation for work, thus the impact of your company’s activities (good or bad) will be felt throughout the organization. Hence, effective goal setting for leaders plays a key role in the success of any organization.

Goal Setting in the Workplace

Setting goals at work helps in motivating employees and keeping them focused while also allowing the company to run more efficiently. Workplace goals should be attainable, progress-oriented, explicit, quantifiable, and time-bound.

Preparing for Workplace Objectives

More than simply stating that you want to increase your income, excite your employees, or get more clients are not good workplace goals. When setting goals, be explicit and realistic about your ambitions. Instead of simply stating that you want to increase revenues, a more appropriate goal would be to increase revenues by 10%. The goal becomes more measurable with the addition of the “10%” component. Include a deadline for each goal to help it stand out. For example, you could state that you want to increase revenue by 10% by the end of the quarter. After you’ve identified your goal, develop action steps to help you achieve it. This will help in enhancing workplace motivation.

Dissecting Organizational Objectives

Organizational goals are those that aim to improve the structure and overall performance of a company. It’s a good idea to break down large organizational goals into smaller chunks to make them appear less intimidating. One goal might be to improve a company’s organizational development by, for example, increasing employee trust and work motivation, sharing company goals, creating a supportive culture, and promoting employee advancement. Because organizational development is a major goal, divide the deadlines into immediate goals, short-term goals, and long-term goals, and include actions as well as measures to gauge each performance.

Employees’ Personal and Professional Objectives

Each employee must have personal and professional goals in order to feel motivated to go to work and have a sense of purpose in the company. Employees frequently set personal goals at annual reviews, but setting and reviewing ongoing and new goals can help an employee perform better. Employee ambitions include obtaining a promotion, taking on additional responsibilities, serving as a project manager, gaining more clients for the company, and receiving a company bonus. When an employee establishes goals, an employer can show support by assisting in the development of action steps, setting deadlines, and applauding each achievement.

Include Financial Objectives

It’s only natural for financial goals to be included in job objectives. When setting short- and long-term financial goals, it is critical to communicate the vision to employees and provide opportunities for everyone to contribute. A financial goal, for example, could be to raise money for a good cause by contributing a small profit from each sale, or to increase sales to avoid layoffs. Employees are more likely to make the company’s financial goal a personal goal if the goal’s importance and how the money will be used are communicated.

Some goals, however, may not be as beneficial or well-thought-out as others. If you set your goals too high, it can cause a loss of motivation at work; conversely, if you set them too low, people may feel they have nothing to strive for. Having meaningful, productive goals in place may make all the difference when it comes to building a team that works both individually and collaboratively toward clear, defined goals.

Challenging Goal Setting

A goal should scare you a little and excite you a lot” – Joe Vitale

Don’t we overuse the terms effectiveness and efficiency? Do you believe they can be used interchangeably? No, it does not. The emphasis is primarily on efficiency. It is doing something faster or doing a lot in a short period of time. While efficiency is important, effectiveness is even more critical. It is effectiveness that brings us closer to our objectives. Effectiveness is personal and goal-specific, whereas efficiency is universal. Effectiveness ensures that we move closer to our goals and that the work we do contributes to them. Setting and achieving goals effectively is essential in the professional world.

Don Hellriegel and John W. Slocum claim “Goal setting is the process of defining desired outcomes for individuals, teams, departments, and organizations, with the goal of increasing organizational efficiency, effectiveness and enhancing workplace motivation. Setting goals is also important when working in groups. It aids in delegating tasks to each team member and working together to achieve the team’s goal. It assists an organization in developing plans, delegating work to teams, and assessing and controlling activities.

Many organizations find it difficult to give their employees motivation to go to work and they understand why. This is because employees’ personal goals do not align with the organizational goals. How does the organization motivate its employees to work toward the organization’s goals? One of the components that can motivate employees to perform better is organizational goal setting. Setting challenging goals is regarded as one of the most effective motivational tools for improving employee performance in an organization. It enables employees to have clarity about the work that needs to be done, make critical planning, maintain focus, accept responsibility, and make conscious efforts rather than going about daily tasks with uncertainty or ambiguity.

Aside from challenging goals that help in motivating employees, organizations should also consider two other important factors that can help employees stay focused on organizational goals: timely feedback and genuine reward. A feedback system is an optional aspect of organizational operation. It is a necessary component for informing employees about the status of their work. However, honest feedback should never be critical; rather, it should be inspiring, motivating, positive, and appreciative. Second, genuine rewards must be provided. When hard work and efforts are recognized through monetary rewards or awards, they serve as a motivator for employees to stay focused on organizational goals and strive to achieve them.

THE BENEFITS OF GOAL SETTING FOR AN ORGANIZATION

The advantages of goal setting are straightforward. Setting goals gives you direction, focus, and motivation for work. Goals enable you to complete more tasks in less time while reducing stress and overload. The advantages and rewards of goal setting may be transformative as setting goals prompts new habits, guides everyday actions, and provides us with a sense of purpose and direction in life. Thus, in this article, we are going to talk about the benefits of goal setting for an organization.

Benefits of Goal Setting for an Organization

1. Provides direction: Goal setting provides direction, purpose, and motivation for work. Goals drive us to put in effort and give a clear roadmap and path to follow each day in order to attain them. The advantage of goal planning is that it allows us to understand what is most important to us and provides a defined schedule and metrics for goal achievement.
2. Provides focus: Goal setting helps in focusing our time and efforts. Having objectives expresses our intents and aspirations for how we want our lives to be in the future. Goals provide us with a clear motivation for work, allowing us to accomplish greater and faster outcomes. Goals define our intents and aspirations for what is important to us. We may lose concentration if we do not have a clear understanding of our objectives. Hence, goals inspire us to take action every day in order to attain the things that are most important to us.
3. Greater productivity: Goal setting gives precise metrics and accomplishments to strive for each day, increasing productivity and work motivation. Setting objectives offers a structure for making measurable progress. Monthly, quarterly, and yearly objectives provide a target to strive for as well as a measuring stick to track progress.
4. Gives clarity: With measures and timelines, having objectives clarify the future we wish to create for ourselves. Without objectives, we usually squander time on activities that prevent us from progressing in life. Having objectives provides us with more clarity and drive to help us achieve progress in life. Setting goals offers control over the future and makes it simpler to seize fresh possibilities. Goal-setting allows us to prioritize our time and energy.
5. Growth and development: Goal setting creates emotional and intellectual involvement in the outcomes we seek. As a consequence, we are dedicated to taking action on a daily basis. Every day, our actions are guided by clear, quantifiable goals. Goals assist us in determining where we are now and where we want to be in the future. Setting objectives allows us to picture our future and provides a framework for attaining them.

More Benefits of Goal Setting

Goals provide you with direction and motivation for work. Setting objectives gives you a clear purpose and allows you to construct a quantifiable path to achievement. Understanding the advantages of goal setting enhances your capacity to establish and achieve objectives. Here are 5 benefits of goal setting for an organization:

1. Provides accountability: Goals hold you more accountable. Having a goal guarantees that you are clear about what you want to do and the significance of accomplishing that objective. This emotional investment in accomplishing your goals aids in your accountability through everyday activities.
2. Better decision making: Goals aid in the creation of better limits for your time, energy, and concentration, which enhances decision-making. Setting objectives provides you with a clear framework for managing your time and energy. When chances arise, having defined goals helps you to decide whether or not to take action. Goals help you focus on your purpose and guarantee that your everyday activities are in line with your objectives.
3. Gives you control over your future: Goals allow you to take control of your future. Without objectives, you have no direction and allow others the authority to decide how you should spend your time and what you should focus on. Having goals provides you with direction and motivation to work in order to attain your objectives. Goals enable you to take charge of the future you desire for yourself, allowing you to make better decisions in the present.
4. Provides motivation: Goals enhance workplace motivation and inspiration. When you don’t feel inspired or are experiencing setbacks, having objectives might provide that extra boost of drive you need. When your objectives are interesting, you will be inspired to act even when you don’t feel like it. You recognize the advantages of attaining your objectives.
5. Give you inspiration: Goals excite and encourage you to take action on a daily basis. Measurable goals provide a framework for tracking your progress toward your objectives on a daily basis. You won’t have a clear destination or know when you’ve there if you don’t have accurate measurements. Making progress toward your objectives generates momentum, drive, and enthusiasm. When you realize how far you’ve gone toward your objective, you’re even more driven to keep going.

The benefits of setting goals for an organization include more concentration, more direction, increased productivity, and higher levels of drive. Setting precise and quantifiable objectives may alter your behaviors, mentality, confidence, and everyday actions. Setting objectives is essential if you want to have a brighter and more prosperous future. Goals give a long-term vision to strive for as well as short-term objectives to focus on. Goals also lead to increased effectiveness, better planning and work motivation, and the organization of your time, energy, and concentration, allowing you to achieve rapid success in business and life.

INFLUENCING AS A MANAGER

All managers have to be persuasive in nature to achieve organizational and personal goals. Managers are the building blocks of any organization; they discover unique characteristics of each person and capitalize on it. Great managers don’t just focus on the strengths of their employees but also identify their weaknesses and provide employees with motivation to work on it. Managers’ success depends on their ability to understand individual differences and challenging each employee to excel in their way.

Influencing skills are ways in which managers influence the way others think, act and organize themselves. Confrontation, focusing and feedback are all skills of influencing:

• Confrontation – soft confrontation skills can be used instead of blaming culture if something goes wrong from employee’s end, it can help employees accept their mistake without feeling humiliated
• Focusing skills – can be used to identify individual differences between the employees and channel it into increasing efficiency
• Feedback – constructive feedback from managers leads to positive outcomes by providing suggestions, advice and new perspectives. This helps to enhance employee motivation

Why do Managers Need to Influence?

Managers need to influence to maintain and stabilize- people, systems and processes. Managerial influence encourages a healthy work-life balance and builds stronger relationships with coworkers.

• Managerial influence determines employee development as employees are more inclined to naturally advance in their professions via perseverance and hard effort if they regard the manager as someone they admire and want to impress
• Influence advances results to see an increase in output or better results from the employee’s positive influence becomes a factor for motivation at workplace
• Influence creates positive working environment setting an example for the employees by the quality of the managers’ work, enthusiasm and work ethic can become an observational learning model

Characteristics Managers Need to Influence:

• Personality – is a vital characteristic for managers as a recent study shows success depends on personality traits such as perseverance and conscientiousness
• Communication skills – effective communication with the right usage of words, tone and speech remains the most fundamental quality of a manager
• Self-awareness – being in tune with one’s emotions and feelings helps in being more insightful and a great influencer should be conscious of who they are, how they communicate, and how other people react to them
• Leadership skills – needed to attract and retain employees, create a positive working culture, empower their employees and focus on the organizations long term objectives

Strategies and Techniques used by Managers to Influence Others

• Reciprocity – managers’ uses reciprocity as a means to serve its employees with quality work and examples and then persuade them to return back and it becomes a cycle
• Commitment – being dedicated to one’s job and its responsibilities creates a positive working environment.
• Social proof– recognising and validating employees’ work in front of the team can boost their confidence and increase productivity
• Authority – a manager’s position is an authoritative one, the advantages and disadvantages that comes with the role can be challenging at times but if the power is utilized efficiently, can lead to the desired outcome
• Liking – when managers like their employees and vice versa, the quality of relationship is improving and therefore leads to meaningful relationships and hence good work
• Scarcity – creating an illusion that there is dearth of opportunities can lead to increased interest and motivation to use the opportunity and prove themselves

MOTIVATION AND WORKPLACE

In organizational development, workplace motivation and productivity are twin concepts. First, work motivation serves as a means to an end goal of productivity. Secondly, motivation is the most effective way to increase productivity. Finally, motivation is the stimulus that causes productivity to respond. All of these are concrete links between the two factors.

What motivates people to work? There are two basic methods for motivating someone. Extrinsic motivation or material satisfaction is one way, and intrinsic motivation or providing intangible rewards is another. With the economy as it is and companies’ goals of cutting costs, it would make more sense for companies to cut costs by developing an intrinsic strategy, rather than obliterating all costs to eliminate all motivation strategies. Removing all methods of employee motivation and thus lowering overall productivity can be more costly to the company’s bottom line than maintaining a low level of intrinsic motivational strategies.

Here are some examples of motivating employees through intrinsic motivation:

• Achievements are recognized verbally or in writing
• Show your appreciation for their efforts
• Promotion from within your organization
• Establish informal leadership positions
• Consistently provide opportunities for development

Workplace motivation has long been recognized as a factor in influencing an employee’s behavior and productivity. Motivation is, without a doubt, one of the most important means of increasing worker morale and satisfaction, and thus productivity. Many interacting forces contribute to the process of achieving high productivity. Employee training and development (HRD), management development, organizational development, performance appraisal, employee rewards, employee selection and recruitment, human power planning, and communication are some of the major physical and psychological factors that affect productivity.

The relationship between workplace motivation and productivity demonstrates the significance of understanding motivation. From the perspective of management, subordinate motivation is a reflection of the potential human energy available for production. The management must activate the energy source by applying stimuli (incentives) to unleash and direct that energy (Richard, 1991). The level of motivation at workplace is inversely related to the intensity of stimulation required. As a result, motivation and productivity are inextricably linked; the higher the level of motivation, the greater the productivity potential of subordinates.

Every organization wants the highest level of output for the least amount of effort, but the only way to achieve this is to have employees who aren’t just interested in completing the tasks assigned to them, but who are also eager to exceed expectations. High-performing organizations hire and support problem solvers – individuals who recognize opportunities and take the initiative to try and test new ideas. When employees feel unsupported or unchallenged by their roles, their motivation to perform well suffers.

EMPLOYEE PRODUCTIVITY

It all begins with employee engagement. Disengaged employees drag a company towards failure. Employees who are engaged in their work are more productive. Employee productivity can either be achieved by tracking costs and time to compare that against the results, or a business can approach it in a more considerable way. Employee and workplace productivity is vital in keeping a company alive and thriving. The most important thing for any business is its employees. If they are happy, their productivity will increase, and that’s exactly what you need to help your business grow.

Increase Productivity at Work

Here are some tips on how to get the most out of your employees and how to improve and increase productivity at work –

• Give Incentives – Employees work best when they have a reason to do so, maybe a monetary one. They want their work to be appreciated and prefer to have a little more than simply a pat on the back from their employers. That’s why many bosses choose to implement incentive programs to keep their employees motivated
• Don’t Come in Their Way – Every employee or team member works best when they are given an environment where they are allowed to do the things on their own. Most employees tend to lose interest as soon as they are being managed by their leaders. To avoid this, explain clearly their job responsibilities and your expectations to them. Now, don’t get in their way and let them work on their own. At the same time, be approachable to clarify their doubts
• Praise a Job Done Well – Different things work for different employees to increase their productivity and efficiency at work. But for most of them it is something as simple as being praised for their efforts. Nothing can add to employee productivity if he feels that his contribution isn’t being valued enough. Whereas praising them in front of the whole team can work wonders
• Don’t Lock Down Social Media – Employees use social media for various reasons. Some are taking a mental break while others are using social media for professional purposes. But locking down on social media platforms as a way to encourage productivity can be a serious confidence killer. This also makes your employees feel that you don’t trust them
• Foster Morale – There is no doubt that happy, engaged employees work harder and better. When elements like open communication, a focus on self-care and self- sufficiency, and the basic human needs of trust and respect are included in a company culture, the outcome is better employee productivity. Fostering positive morale isn’t always easy, the important thing is to just begin. Throw open the lines of communication, and find the good in what your employees are doing and show you care
• Give Feedback – Last but the most important on the list is to initiate a feedback process in a team. There is no chance of boosting employee productivity if they don’t know that they are being inefficient in the first place. This is why performance reviews and constructive feedback are important in boosting team productivity. Getting to know about the areas of opportunities will inspire the team members to make some changes in their working style

Overall, there is no single way to boost employee productivity, but with small and constant ways you can lay the foundation of a productive environment.  By providing employees with constant guidance, feedback and encouragement, you’ll see a huge rise in the productivity meter.

EMPOWERING TEAM MEMBERS TO BE MORE PRODUCTIVE

There are always some ways that can be incorporated to take team productivity to a whole new level. Some ways to boost productivity at work are:

• Giving Team Members Ownership – Giving ownership to team members means letting them take their own decisions and making them accountable for their work. This induces a sense of responsibility in them and makes them look at their work differently in such a way that their decisions can impact the performance of the entire team. This gives them motivation for work accordingly. Giving ownership, like leading a project or handling the responsibility of a task shows that you trust your team members and their capabilities to handle a specific job. While doing so, you realize that there is nothing more powerful than building someone’s confidence
• Set Communication Expectations – Communication is one factor that contributes largely to team productivity and workplace motivation. A lot of successful businesses depend on effective communication which plays an important role in helping team members to understand their job responsibilities. If there is any gap in communication, it can lead to confusion within a team, which will impact the overall productivity of a team. As a manager, whether you need to hire new employees, deliver employee training, or have a place to keep important information, consider creating an online course to keep everyone associated
• Know Your Employees’ Strengths and Weaknesses – A team leader needs to discover the hidden talents of their team members and keep them in mind while distributing tasks to them. Being aware of their skill-set, and helping them make the best use of their knowledge, is the backbone of making your workplace better and productive than before
• Incorporate Team Building Exercises – Team productivity depends largely upon the fellowship between the team members. If they get along well with each other, the workplace automatically becomes a happier place. If the team members are happy from within, the team productivity and motivation to work will automatically boost. When people with different temperament work together, there is a possibility that not everyone will like each other. To avoid this, some team building exercises can be incorporated. Apart from adding some fun elements, it will also wash away any bitterness or miscommunications between the team members

EMPOWERING TEAM MEMBERS TO BE MORE PRODUCTIVE

Leading a team is never easy. Grouping different types of people with different temperaments can often lead to clashes, miscommunication and can affect motivation at the workplace team productivity. However, if handled tactfully, you can make your team accomplish great professional goals. Getting them on the same page is a different thing but making them work in agreement to achieve a common goal is a no small act.

• Employ Project Management Software – An online project management software plays a great role in boosting team productivity. It brings together your projects, team members and clients in one place. Having the right project management can help in effective work management and increase partnership between the team members. With features like discussions and group chat, you can take your workplace motivation and productivity to a whole new level
• Good Work Environment – The work environment and framework are essential contributors in improving team efficiency and productivity. These greatly affect the way employees feel and perform at the workplace. Due to this, many organizations are becoming vigilant while designing their workplace interiors. They include bright lighting, comfortable furniture and a touch of nature with the help of plants and flowers. Besides the physical setting, there is need to take care of a dominating boss, arrogant employees and office politics too, which can bring down the overall productivity and efficiency in an organization
• Efficiency – Consider how your business is presently operating, and be open to the possibility of changing the way you work. Remember that it’s equally important to make short-term and long-term lists, as it is to focus on tasks, especially in a small business. Provide each team member with a plan and work towards motivating employees to make a list to ensure they complete the jobs on time and stay on task all day, leading to efficient working
• Delegate – Delegation comes with an element of risk, but increased responsibility is important for improving the spirits and job satisfaction of your staff. Give responsibilities to competent employees who have a proven track record with success in a certain field, and trust that they will perform the tasks well. If employees are given a chance to gain skills and leadership experience, it will benefit the company and provide the employees with a sense of achievement and motivation for work

Empowering teams to be at their productive best requires a blend of different elements. If you want your staff to work to the best of their ability, try out a few of the above tips to increase team productivity.

WORK FROM HOME PRODUCTIVITY

Working remotely or “sacrificing productivity?” These are the common sentiments of many organizations that are hesitant to adopt the concept. Lack of errors or failure for employees is one of the primary reasons organizations are hesitant to embrace working remotely, and it’s easy to see why. There is a lot of conflicting information out there about if productivity, as well as work motivation is affected by remote working or not. The answer might surprise many. You would think that when you can see and talk to employees in the office all day, it’s easier to monitor what they are doing, but there’s a flip side to this traditional, managerial method. Thus, in this article we are going to talk about work from home productivity.

Why is Working from Home More Productive?

Most research data show that remote workers are in fact more productive, but only if they are engaged in the job. Recent studies have shown that people working from home are less likely to leave their job, have more motivation to work, more efficient and effective at tasks and that working in an open office (the traditional type of office) actually hinders productivity. Also, in the conventional offices, there seems to be less communication in open spaces, as people are working in conditions where they become withdrawn, cannot concentrate and cooperate less. Other big factors are the nightmares related to reaching the office on time while dealing with traffic, the problems that rigid 9 to 5 office work creates for people with families or basically any of life’s emergencies and the massive office rental prices.

Some of the benefits of work from home productivity are –

1. Useful for expanding businesses (ability to hire local talent who don’t have to relocate)
2. Lower costs on office/physical infrastructure, no costs for relocation.
3. Lower carbon footprint.
4. Hard working, professional workers tend to be more productive when working alone as fewer distractions are created by colleagues.
5. Less time spent commuting to the office, hence are have greater motivation to work
6. Workers are less likely to leave the company, greater job satisfaction.
7. Workers are less likely to fall sick or spread illness.
8. Workers get to spend more time with their family and have more time to spend on non-work-related activities leading to less stress and better work-life balance.
9. The workforce becomes more diverse and talent is used.

Every major change in the lives of people will have different consequences, depending on the context, the person and the organization he/she is working in. But it is clear that work from home productivity was getting more mainstream rapidly already before the global pandemic and that people will most likely be working more remotely than in the office quite soon anyway. This will add new challenges for employers when it comes to team-building, communication strategies and work structuring for companies, while also, new frameworks and methods need to be developed to reduce the potential feeling of isolation that occurs in workers working from home.

CHALLENGES OF WORKING REMOTELY

Working from home is a perfect way to manage work-life balance. It comes with several advantages. However, it does not mean you won’t face any challenges of working remotely. In this article we shall discuss some common challenges of working remotely for employees, and tips on how to overcome each:

• Maintaining Engagement and Focus – Working from home is a good plan for those who wish to escape the daily travelling or be home for their family. However, being away from the office comes with the challenge that you may, at times, decline in your engagement and focus. You may experience a loss of motivation at work. To overcome this, try to start your day with meditation or yoga to increase focus and mental engagement. Working remotely provides easy options to start your day with meditation, which can help stress release and mental clarity
• Dealing with Distractions – Distractions are sure to come when you work from home. You may get an unexpected call or visitor at the door, neighbors may turn up without notice, or your family might have some expectations since you’re working from home. Be clear and have a discussion with your family about disturbance during work hours. Be sure to set boundaries when you are working from home. Placing a note of no disturbance or at what time you’ll be available can be helpful
• Keeping Your Morale Up – Another challenge of working remotely is that there might be no regular appreciation from your manager or teammates for a job well done. You may feel isolated and there can be an occasional drop in your morale. This may cause a loss of motivation at work. Request regular check-ins with your manager regarding your progress. If he only focuses on the areas you need to work on, request feedback on what you’re doing right
• Managing Your Time and Projects Effectively – Working from home means you’ll have to manage your own timeline and be responsible for meeting deadlines without any reminders from colleagues. Depending on your personality, time management can be one of the most common work challenges of working remotely. To do this effectively use time management tools and apps
• Honing Your Skills – While working from home, you may have to ensure your career development by improving your skills on your own. If your employer doesn’t offer internal opportunities for advancement or provide ongoing training, then find classes for yourself that you can attend. You may at once feel that the solution to this challenge could be costly. However, there are several free professional courses you can start with
• Working on Communication Skills – Working from home requires a significant amount of remote communication, whether that’s with your employer, your team, or your clients. As a remote employee, you’re likely to use a variety of communication tools to meet with your colleagues. If you need to express yourself verbally, it’s time to get some help with that. There are many reasons for this challenge of working remotely and one reason could be that you’re an introvert. Thus, you tend to communicate better in writing than you do verbally. Whatever the reason, look for courses available to improve your communication skills

Despite the challenges above, remote work is highly rewarding, as long as you know what you’re up for and can handle these common problems. If you know how to feel motivated at work, even at home, you’ll enjoy independence, flexibility, the chance to work in your best environment, greater productivity and perhaps also more time for a life outside of work as well.

Perseverance: A powerful Leadership Trait

Perseverance is more than just trying hard; it is the willpower to not give up and never quit. It is the result of a spirit that will not accept the failure of giving up and will always stay motivated to work. When there is a lot of confusion, a leader who perseveres goes through the process of working through technical problems and finishing projects. Leaders succeed because of their talent, insight, adaptability, and wisdom.

Perseverance is an important characteristic for achieving success in life. It denotes the determination to persevere in the face of adversity, to stay focused on one’s goals, and to maintain consistency. When things don’t go our way, we may find ourselves unable to complete a task or obtain what we desire. We can, however, succeed if we persevere. Those who lack the required stamina can cultivate perseverance from within.

Perseverance is the consistent continuation of a course of action in the face of obstacles or discouragement from others. When faced with an obstacle on the way to achieving a goal, a leader does not easily give in. He finds the motivation for work. To deal with the situation, he will need to demonstrate a variety of skills, the most important of which is perseverance in order to get to a better place. He will look for possible solutions and implement strategies to overcome the obstacle. If a leader lacks the ability to persevere, the team’s chances of success are diminished.

Perseverance Skills

To build leadership skills in the area of perseverance, an attitude that it’s fine to give up should be avoided:

• In many situations, giving up or taking the easier path is the best option. We must resist this temptation and learn to take the more profitable path. This requires concentration and practice, and the more a leader does it, the more perseverance grows
• The road to success is a journey, not a destination, and the best we can do is keep going until we reach a milestone, then improve and move on to the next
• When leaders lack the ability to adapt to new challenges, they are disappointed when defeats occur. They must avoid allowing difficulties to shake them visibly and instead work to build resilience over time
• A personal vision of the future not only helps in motivating employees but also motivates them to persevere in the face of obstacles or setbacks. It enables leaders and teams to maintain a big picture perspective and thus see the setback in context

Perseverance is the refusal to give up. It’s falling down and getting back up several times. To deal with the stress of misfortune, we need endurance. People give up when they are exhausted. When facing adversity, avoid pessimists, blamers, and toxic people. Be wary of people who try to derail your dreams and goals. Spend time with people who are upbeat and encouraging. Persist until the end.

Leadership and Perseverance

Personal well-being is linked to perseverance. It is one of the most important qualities required for success. Whatever your goals are, if you persevere, you will achieve them. You may be active, but that doesn’t mean you’re moving forward. The best way to develop perseverance is to take small steps that lead to small accomplishments that lead to big success. You must add pieces one by one until you reach the final image. Always invest in your knowledge because it will help you advance and explore new areas of success. Failures are required on the path to success. The important thing is to learn from these mistakes and find the motivation for work.

Characteristics of Persevering Leaders

When we look around, we notice one consistent trait among successful people: the ability to persevere. It is the ability to assert oneself and move forward when others are hesitant. The ability to persevere does not always come naturally, but it can be learned. This also implies that you have the option of continuing or not. You must fight hard not to succumb to failures. Many of us, however, lack the courage to persevere. So, how do you develop perseverance? Some characteristics of persevering leaders are listed below:

• Certainty of Purpose – When our doubts are strong enough, we usually persevere. It motivates you to stay on track and persevere
• Desire – Sometimes our desire isn’t strong enough to push us to do the hard work or persevere long enough to get it
• Self-belief – In order to achieve your desired results, you must believe in yourself. Limiting beliefs will make it difficult to persevere. If you lose confidence, it means you’re wasting time and energy worrying instead of preparing, or you believe someone else should step in, or you don’t believe you’re capable enough. None of these are ideal outcomes, so building your self-esteem can help you persevere
• Plan Determination – Goal setting is an important aspect of perseverance. Even if your plans aren’t perfect, having something to aim for gives you focus and the motivation to work. Your perseverance will suffer if your plans are vague and undefined
• Accuracy – Your perseverance should be founded on solid knowledge. After all, why continue with a business if you haven’t done your market research, understood the industry, developed a business plan, and determined whether it’s financially viable? To ensure that your perseverance is well-focused, seek expert advice and support
• Willpower – The most significant barrier to change is a lack of willpower. People with strong willpower are more successful in the long run. What we feed our minds absorbs. We will overcome our fears if we perform courageous acts on a regular basis

Improving Your Perseverance Skills

Everyone fails at some point in their lives. The larger failures may seem more noticeable, but even the smallest ones can influence how we think and feel. These challenges can cause people to struggle to keep up and force them to reconsider their paths and goals. Learning to deal with and overcome obstacles is a necessary skill for businesspeople because they need the motivation to go to work every day. When faced with a challenge, such leaders can take a number of approaches. To improve perseverance, do the following:

• Don’t Be Afraid to Fail – Perseverance is demonstrated by failing and rising again. You can’t be successful unless you fail. Failures must be viewed as a learning experience rather than a setback, and changing your attitude toward them can have far-reaching consequences in your life. One needs to know how to get motivated
• Getting Better Every Day – Having a growth mindset is an excellent way to boost perseverance and motivation. These are skills that can be honed a little more each day. Keeping this concept in mind is an excellent way to improve in all areas
• Learn to Take Risks – By learning to take risks, you increase your chances of encountering more difficult situations. You can advance as a leader if you can learn to adapt and understand what steps are required to keep the company moving in the right direction
• Understand Resistance – When people have a better understanding of resistance, they are more likely to persevere. When the resistance is named, its power is diminished, and there is more room for perseverance
• Create a Support Network – To learn to preserve, create a support network that includes family, friends, coworkers, and peers. They will provide you with a safe space to express yourself and receive feedback and encouragement during difficult times
• Keep Your Goals in Mind – Making mistakes or failing can cause many people to give up entirely. Keep your goals in mind at all times if you want to persevere. Begin by writing down your objectives. When you are facing failure, refer to that list to inspire and motivate yourself
• Establish Clear Goals – Success can be a long and difficult journey. Set standards for yourself to provide yourself with rewards or constant motivation to work along the way. This will serve as a constant reminder of your accomplishments. Furthermore, the reward provides ongoing motivation to persevere during difficult times

Perseverance is the key to any great achievement because without it, nothing of lasting value has ever been accomplished. People may disagree with you. There will be financial setbacks, time constraints, illnesses, and pain. Some of the most difficult challenges will come from within: self-doubt, insecurity, carelessness, and worry. You must give yourself permission to succeed.

Increasing Motivation In The Workplace

What motivates you at work? People are motivated by different types of things. People think that money is the greatest motivating factor, but there are several other motivators which can inspire your team better. Employee motivation is extremely important from an organizational point of view. Thus, having a leader who can keep his employees motivated is an invaluable blessing. Employees who are motivated perform better and help the company meet their goals efficiently and effectively.

Ways To Improve Motivation

Motivation is an internal process that initiates, guides and maintains goal-oriented behavior over a period of time. It is no different in the workplace. Some tips on how to increase motivation at work are mentioned below –

• Have a Positive Attitude – To improve employee motivation, strive for positive reinforcement as much as possible.  There may be a time when bad behaviors or results need to be pointed out, but for the most part, you can achieve more by being polite
• Define The Purpose of Your Work – Nobody wants to work without a purpose. When you define the purpose of work your team will do. It helps them recognize the effect it will have on your clients and your organization. They feel they are making a difference and this helps in increasing their motivation
• Don’t Control – If you really want to improve motivation, don’t supervise. Give your team a task and a time limit, and then give them the freedom to work as they wish. The most productive time for each employee may be different. When employees can decide when and how they will work, it leads to improved efficiency and motivation
• Focus on the Big Picture – Small tasks that may seem irrelevant play a large role in the productivity and progress of the organization. You can increase employee motivation by helping them to focus on the big picture. Show your employees how a task that seems insignificant has a great impact on the success or failure of the project or business as a whole
• Be Clear About What You Expect – Be very clear about what you want in order to improve work motivation. A long journey always begins with an initial small step. Focus on the first step, be clear about what it is and how it can be completed, and then ask your employees to complete the task

More Tips to Boost Motivation

Employees motivation is an ongoing challenge and a vital priority for anybody who wants to be a top leader. Finding innovative ways to motivate your team is great for an organization, since it directly connects to the success of the company. A leader should help make the mission clear for all the people working on it and then turn that mission into specific and measurable goals.

• Set Small, Measurable Goals – It is much easier to complete small, measurable goals than one big goal. When employees make progress on a project, they feel much more motivated and this can carry them through the next goal
• Recognize Results – Small goals provide lots of opportunities to recognize your team’s hard work and the results they produce. You don’t have to give anything definite just yet, but do supply specific reasons why they did a good job. When you show your appreciation, your employees will be motivated to do it again
• Reward Great Work – To improve employee motivation, you can reward your employees at the end of a big project or the end of the year. Excellent work can be rewarded with a bonus, not necessarily money. Think about what your employees’ needs, and reward them accordingly
• Stay Healthy – Your employees’ motivation depends on their health. That may seem obvious, but you’d be surprised how many members of your team neglect to take care of themselves in the middle of a difficult project. When you promote the health of your team, you’re also improving their motivation
• Take Regular Breaks – Regular breaks are a great time to relax and refuel, which are very important for motivation. Taking a break gives your team members time to lower stress and unwind. Not only does this keep them physically healthy, but it also helps keep up their creativity
• Have Fun – Not every project is easy to manage. When difficult projects come up, rear their ugly heads, make it a point to find some way to make the workday fun and keep your team members engaged and motivated. Get creative

Employees who can balance their home and home are more motivated to work, more engaged, and usually more satisfied with their jobs. If they feel their employer values and fairly compensates them, they stick around longer and are more engaged with their work.

Motivational Coaching

Work motivation determines the amount of energy that will be channeled into work performance and under what circumstances the effort will be sustained. Workplace motivation is what energizes, channels, and directs behavior, and sustains and maintains behavior. A constant challenge that organizations face is to encourage employees to be participants that seek to combine personal and organizational growth goals instead of acting as recipients. It is pertinent to focus on employee motivation levels along with their competencies, interests, and personality.

Motivational coaching may use the aid of measuring tools like motivation questionnaires to provide standardized results that quantify a seemingly non-quantifiable variable. This type of tool measures the individual differences in the factors that energize, direct and sustain behavior at the workplace. The results can be interpreted by the coach and communicated to the employee in the form of feedback during the early stages of coaching. The interpretation includes levels of energy and dynamism which focuses on the source of energy and drive for the individual, synergy which implies the importance of harmony with the work environment, intrinsic which measures the satisfaction within the job role and extrinsic which measures external motivators like money. Based on these interpretations, the coach and the individual can develop an action plan by collaborating on the areas that can be modified to fit into or increase the individual’s work motivation levels.

In certain cases, the job role and the individual may not match, which causes the individual to associate work with stress. In this case, a possible role change may be suggested. In cases where the individual cannot be motivated to meet specific demands of the job, the report helps the coach identify the specific factors in motivation that are lacking in the individual and an action plan can be drawn up to work on those factors. For instance, consider an executive working in investment finance, if they have low scores in energy and dynamism based on difficulty with coping under pressure, tight deadlines, challenging targets, and having their abilities stretched, the coach would discuss the possibility of a role change with the individual. If the energy and dynamism are moderate because of a lack of workplace motivation in a competitive environment, then the coach and the individual can draw out an action plan that includes detailed discussions on the advantages of having a competitive environment and establish activities that make the individual align with the competitive environment.

Motivational coaching can be used to improve the quality of working relationships within teams by mapping members’ motivating factors and planning tasks within the job role that align with their preferences. Team members can be coached to be mindful of each other’s preferences while working in collaboration with one another. Motivational coaching with a focus on work motivation presents a picture of an individual’s motivation compared to the job demands, management style, company culture, and values to address any lack of workplace motivation that is affecting the employees’ performance and behavior in the organization.