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DO’s and DON’Ts for Motivating Employees

Posted by Jonathan Curran

dos donts motivate employees

HR managers today have a vested interest in the professional development of their team members. It’s our responsibility to support the employees at our organizations, make resources available to them, and ultimately help them focus their energy toward the progress and development of the business as a whole.

The increasing competition in the business world means that the role of the human resource manager is evolving. Human resource management needs to play a more strategic role now, to help ensure the success of any organization. Businesses that aren’t putting much effort into attracting and retaining talented employees may find themselves facing some dire consequences after some time. The best way to maintain talent is to provide employees with a platform for achieving personal development and success. Here is a list of Do’s and Don’ts to follow if you want to maintain a happy, healthy, and motivated workforce.

Do get off to a good start.

From the very first day for a new hire, an orientation program should be in place. You can provide in-person training, online training, and some useful documents to help educate them on your company’s philosophy. This will be an opportunity for the new employees to develop a greater understanding of the company. As a result, they will be able to make a better impact, and you can show them that you wish to invest in their skills to make them “grow” rather than “go.”

Do reward them.

Adding an employee award program to your main HR policy can be extremely effective. It will not only help you to attain your departmental goals, but will also motivate the employees to work even harder.

In addition, employee recognition programs are a great way to motivate staff while reaching HR goals simultaneously. Recognizing the team members who put good efforts and announcing on-the-spot monetary bonuses or some other form of appreciation will generate a feel-good factor within your team.

Do upgrade your workforce.

There is not a single field left that won’t call for some upgrading or expansion at some point. A plan for a continuous improvement should be at the forefront of any HR strategy. In order to develop your workforce, introduce soft skills programs for online learning, training to increase specific job skills, or management development programs that will surely benefit the employees and your business.

Do keep your word.

To be a proficient HR manager, it is important to accomplish what you said you would, when you said you would. This directly communicates the message that you are accountable for your promises and that every employee should be accountable as well.

Do organize motivational seminars.

From time to time, when you feel that there is need to boost up employee morale, organizing a motivational seminar is the ideal solution. Call in a business motivational speaker. They are professional and highly skilled at influencing employees. So, you can rejuvenate the work environment and the employees will get to learn a lot!

Do admit your mistakes.

If something you’ve planned goes wrong, it’s important to take the blame for it. This will enhance the employees’ faith in you and in the organization. You can’t buy trust. But by being upfront about failures as well as successes, you will build the required faith!

Do control and measure results.

HR Managers need to conduct regular organizational checks on things like pay, benefits, the work environment, management, and promotional opportunities. This will help you assess the progress of each employee, and the overall success of the workforce in the long term. Along with this, it’s important to create appropriate tools to measure the impact of diverse initiatives taken at the organization. By gathering employee feedback and similar methods, you can get the information you need to be able to control things!

Don’t delay your response.

As a manager, it’s your responsibility to respond to all complaints and to address the needs and queries of the employees. If you want them to respond punctually to your requests, you’ll need to do the same.

Don’t get angry.

Getting angry over a situation is not so difficult, but it never provides a solution to a problem. So, keep calm and try to avoid unnecessary arguments. Especially in difficult times, when employees get into a cold war among themselves or with their supervisors, you need to keep your patience up. Listen to everyone and stay impartial so that you can find the perfect solution!

Don’t jump to conclusions without checking the facts.

In the high-stress, competitive business world of today, things are never constant. You might come across severe situations at your workplace, in which you’ll need to take strong actions against your employees. These are the times when your real HR manager capabilities are challenged. Sometimes your actions may hurt specific individuals, like when someone needs to be let go, but sometimes it’s necessary. As the responsible member of your organization, it’s your duty to dig out the real facts behind the scenes. Your decision has to reflect what’s best for the organization as a whole!

Executive Mentoring 101

If your company doesn’t have a mentoring program in place, consider starting one up. The benefits of being mentored range from increased knowledge and experience to gaining a completely new perspective on your career and life. And being a mentor can have unexpected advantages as well.

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About Jonathan Curran

Author

Jonathan Curran is an author and founder of Promotivate Speakers Agency. He has more than 10 years experience working in London’s professional services.

4 COMMENTS Join the discussion
  • Tracy Burton December, 27, 2014

    I find it important to recognize your employees on an individual basis. If one of your employees has done something outstanding, you should take the time to let her know. Instead of telling everyone on your team that she is doing great, you should take time to send an e-mail or have a discussion with her and let her know that her work is truly outstanding.

  • Jack Cleary December, 28, 2014

    Recognizing your employees on an individual basis is important, but managers should make sure that nobody feels left out because they are always recognizing the same few employees.

  • Mark December, 30, 2014

    The individual work of your employees is important, but you should also recognize your employees as a team. Let your team know that they are doing a great job together and show that you appreciate their efforts at all times. It’s a fact that showing appreciation to your employees for good teamwork can motivate them to work harder.

  • Karen Clark January, 02, 2015

    Implementing a reward system is an excellent way to motivate your employees. Over time, I tried to improve my company’s reward system, and I’ve noticed that any contest that has a reward keeps employees engaged in their work. Whether you set up a contest to see who can accomplish a certain task the fastest on a certain day or you have a competition to see who can generate the most revenue in a certain period of time, both activities will keep employees motivated to produce good work.

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Guest January, 02, 2015