The Art of Keeping Employees Motivated
The Art of Keeping Workers Engaged
By James Pruitt, Senior Staff Writer
Employee retention is one issue, but closely related is worker motivation. Many bosses take their workers for granted. Such an attitude may stem from aloofness and or necessity, or even desperation. Remember, though, good people are hard to find, and with the recent trend of “quiet quitting,” keeping good people motivated becomes its problem.
The top priority in running a business is the bottom line. However, no business can succeed while ignoring the needs of its staff. Achievement-driven mindsets come at a cost. The employer-employee relationship runs both ways. Not only may unengaged workers quit, but even the most talented may lose their fizz in an overly harsh, unrewarding environment.
So how can employers ensure their workers maintain the emotional health they need to keep performing?
1) Make one-on-one meetings about more than just performance.
As we have previously stated, normalizing one-on-one meetings does more than simply inform workers of their strengths and weaknesses. The one-on-one gives a chance to build rapport and get to know the quirks of each employee. These meetings can build up the comfort level on both ends. Greater comfort leads to greater honesty. Workers may feel better admitting mistakes, disclosing special needs, and making recommendations.
2) Feel free to use your creativity to lighten the mood of your office.
The ambiance of a workplace can deliver a message. A cramped office that scrimps on the extras can elicit a cold response from workers and job applicants. On the other hand, factors such as décor, ergonomics, and temperature do more than demonstrate that the management cares about their workers. Consideration of the office environment sends the message that the workspace functions as a home away from home. After all, full-time employees spend approximately half their waking life in their workspace. A comfortable environment lets everyone know the leadership wants a contented staff that will stay for the long haul.
3) Bosses and managers can make everyone feel more comfortable by showing their vulnerabilities when appropriate.
Supervisors may be the face of the company, but no one’s life can revolve exclusively around the workplace. Managers should encourage multi-faceted relationships with their employees. One-on-one sessions can provide such an opportunity. However, in the spirit of balance, supervisors can let their outside personalities shine through on a more everyday level as well.
The benefits of this approach are two-fold. Number one, a personal connection tends to motivate workers. Employees care more about their work. Number two, a more congenial environment improves employer retention.
Finally, never forget the importance of mental health. In years past, our industrialist predecessors would have scoffed at any consideration of mental health in their interactions with their staff. However, burnout has snuffed the flame of many a high-achiever, and bosses and employees alike should see it coming before it affects company operations. Accommodations can make a world of difference when necessary. On a more basic level, a simple “How are things going?” could break the ice and lead to a productive discussion. However, ignoring the importance of staff mental health could lead to a toxic fog that snuffs enthusiasm. In other words, a healthy environment prevents quiet quitting.
