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5 Ways HR Services Improve Employee Motivation

Posted: December 5, 2018 at 7:39 pm / by / comments (0)

Small and medium size businesses hire HR consultancy firms because they don’t demand a lot in terms of remuneration. They are actually the professionals that are assigned the roles of managing payroll and ensuring that employees perform their duties as required by the company. However, the performance of employees in a workplace is greatly influenced by the motivation they get from the HR services. Although all employees are hired to help a business achieve its goals, sometimes the motivation to work harder dies naturally. When this happens, the employees will secretly look for an alternative job in another company where they are certain that they will be satisfied. Here is a list of the approaches that can be used by HR to motivate employees and make them stay within an enterprise for an extended duration.

  1. Offering Incentives

When an employee has achieved a commendable milestone, it’s important to appreciate the efforts he has made by giving him incentives such as a few paid days off, shopping vouchers, money that’s not included in the salary and tickets to interesting events such as movies and concerts. These simple gestures make employees feel like they are part of the business, which in return motivates them to go an extra mile when performing their duties in various departments. When employees are motivated with such gifts, they can work without being supervised because they know that the employer will always appreciate their work. In fact, they begin to like what they were hired to do which eventually improves their productivity.

  1. Grooming Employees for Career Advancement

When employees realize that they are bound to remain in the same position or job groups until they retire, they tend to be more reluctant in performing their duties. This is because they know that they will still get the same payment no matter how hard they work for the company. But when they know that they can be promoted for delivering pure gold in their workstations, they will improve their performance and quality of output without being followed around. This is because they know there is no other way of progressing in their career except by performing better in their duties. The HR should provide opportunities for employees to advance their careers by allowing them to participate in training seminars and allowing them to implement the lessons learned.

  1. Involving Employees in Decision Making

Employees usually feel demoralized when HR management in general make decisions without involving them even it’s certain that they are the ones who will be directly affected. At the end of the day, they feel that the owner of the enterprise doesn’t have their best interests at heart. They also feel like they are not part of the company. What most HR managers don’t know is that employees have the power to sabotage the implementation of a decision that’s made without their input. Such sabotage missions can bring the operations of a business to a halt. It’s therefore advisable that all employees be involved in decision making meetings as it helps in ensuring that everyone is reading from the same page during the implementation process. In fact, the input of every employee should be considered when brainstorming regardless of how junior he is.

  1. Leading by Example

A reliable HR manager should be at the frontline of where decisions are being implemented so that he can set a good example to the employees. Such a leader understands the challenges that are faced by the employees and is able to offer solid advice on what should be done to counter them before the situation gets out of hand. But when a manager leads by just walking around to be seen or heard, the employees lack someone whom they can emulate. They don’t even have a clue of the end result that they should be pursuing.

  1. Being Approachable

It’s obvious that employees have grievances that they feel should be addressed by the management. If such problems are allowed to persist, they can have a negative impact on the performance of employees. The management should therefore adopt an open door policy. When a business has an open door policy, it means that the employees can approach the leaders at any time and be heard. When an employee is not allowed to talk about the issues that are bothering him at work or home, he feels unwanted and disrespected. This pushes an employee to look for an exit strategy. The management should therefore keep the lines of communication open throughout to ensure that information can flow from employees to management and vice versa.

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