Volume 2 Issue 1

Performance Management:
Motivating our Employees

Motivation to do our job is both intrinsic and extrinsic. Intrinsic means that the motivation is natural, inherent to a person's character. People who are self-motivated feel a sense of pride, they find satisfaction from within, and are passionate about what they do. That has become the main driving force to do the job and do it well.

Extrinsic means that the motivation comes from an outside source. Most of us instantly think of financial rewards. But money is not the biggest motivator. There's no denying that money is important. We all work to earn a buck. But the truth of the matter is that money is only one of the reasons why we go to work every day. Even the most materialistic among us care about other kinds of motivators. Research and experience have placed one item on the top of the list; recognition.

Recognition as a prime motivator
Being recognized for something we have done well makes us feel good about ourselves. It tells us that we are "doing it right" and it motivates us to "do it again". I recently had a conversation with someone who during a company event, was recognized for his achievements. He knew, beyond any doubt, that what he had done to deserve this recognition, he had done right. He was motivated to "do it again" because it felt good to be recognized.

Recognition is the most powerful tool to motivate our employees to do what they are supposed to do and beyond. It's free and it only takes seconds out of our busy schedule. Taking the time to recognize our employees for a "job well done" help them understand how important they are to us and to the company; it acknowledges their contribution to the bottom line. Recognizing our employees also clarifies performance standards because it lets them know they are on the right track.

Here are a few suggestions that will make you successful;

• Greet your employees. Recognize their presence. A simple "Good morning" and "Good night" will do the trick.
• Be courteous. Say "thank you!"
• Practice Walk-about Management. Be visible and accessible to your employees.
• Get to know your employees. Ask how they are doing, Find out their likes/dislikes. Develop an interest in your employees.
• Listen in a balanced way. Listening is a highly effective recognition tool.
• Be open to suggestions. Don't hesitate to solicit your people's ideas for improvement and change.
• Look for the positives. Spend your time "catching' employees doing the right thing rather than "catching" them doing the wrong thing.

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