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Employee motivation: Definition, types, importance and how to improve it

Employee motivation is defined as the enthusiasm, energy level, commitment, and amount of creativity an employee brings to the organization on a daily basis.

Motivation is derived from the Latin word “movere,” which literally means movement.

All the definitions that are read in books or in the dictionary relate to the fact that motivation is behavior and one needs to channel this behavior to achieve the desired goals and results.

Work motivation is related to how committed an employee feels to the goals of the organization and how empowered they feel.

Motivation is of two types:Intrinsic motivationExtrinsic motivation

Motivated employees are an asset to an organization, they are directly related to the success of an organization. Motivation is intangible, difficult to measure and extremely difficult to control, but very easy to facilitate if done right. It’s about intention, intensity and perseverance. Types of employee motivation

There are two types of motivation, intrinsic and extrinsic. An organization needs to understand that employees are individuals with different traits. Therefore, motivating your employees effectively will require having a deeper understanding of the different types and forms of motivation. Intrinsic motivation

Intrinsic motivation means that an individual is motivated from within. He/she has a desire to perform well in the workplace because the results are in accordance with his/her belief system.

An individual’s deeply held beliefs are generally the strongest motivational factors. Such individuals show common qualities such as acceptance, curiosity, honor, the desire to achieve success.

Research has shown that praise increases intrinsic motivation, as does positive feedback. But everything must be done in moderation. If you exaggerate in any of these aspects, there is a great chance that the individual will lose motivation.

Learn more about the importance of employee recognition to achieve their satisfaction.

If you’re a manager, supervisor, or have a leadership role, recognize your employees and make sure they’re empowered and understand your expectations. Extrinsic motivation

Extrinsic motivation means that an individual’s motivation is stimulated by external factors – rewards and recognition. Some people may never be internally motivated and only external motivation will work with them to carry out tasks.

Research says that extrinsic rewards can sometimes promote a person’s willingness to learn a new set of skills. Rewards like bonuses, benefits, prizes, etc. can motivate people or provide tangible feedback.

But you have to be careful with extrinsic rewards. As a manager or supervisor, you must be clear about the extent to which you are going to motivate your employees to achieve the objectives of the organization.

Here are 8 examples of employee benefits for greater engagement. Herzberg’s theory of motivation

Herzberg’s theory of motivation or the two-factor theory says that there are two factors that an organization can adjust to to influence employee motivation levels.

The two factors identified by Herzberg are:Motivating factors: The presence of motivating factors encourages employees to work harder. They are the factors found in the workplace.Hygiene factors: The hygiene factor, if not present, will discourage employees from doing their best at work. Hygiene factors are the surrounding factors that facilitate employee behavior.

Here are some of the examples of motivators and hygiene factorsMotivatorsHygienic FactorsRecognitionSecurityGrowthCompany Company PoliciesLogrosSalaryWork itselfWork conditionsResponsibilityGer/Supervisor

There are 4 statistics that are involved here: High hygiene and high motivation

This is an ideal situation that any manager or supervisor would want to achieve. Here all employees are happily motivated and have very few complaints. High hygiene and low motivation

In this situation, employees have very few complaints but are also not very motivated. A good example of this situation is that employees receive a good salary, but the work is not very interesting. Employees simply cash their checks and leave. Low hygiene and high motivation

This is a delicate matter, here the employees are very motivated but also have many complaints. A typical example of a situation like this is when the work is extremely interesting but the remuneration of employees is not in accordance with market standards. Low hygiene and low motivation

There are no points to guess, it’s obviously a pretty bad situation. Here neither employees are motivated, nor hygiene factors are in place.How to use Herzberg’s Theory of Motivation in practice? First, rectify and change the bureaucratic policies of companies. Make sure the HR department is in line with what other organizations are offering and that they know what the leaders’ expectations are. Make sure your managers are also mentors and not just bosses. Every employee must be respected and supported.Organizational culture plays a very important role here. There are no clichés here. Make sure compensation, benefits, and bonuses conform to market standards. If it doesn’t compensate your employees well, why would they show interest in taking initiatives? To increase job satisfaction, make sure positions are well built and employees find their work meaningful. Delegate responsibilities to your employees, make them feel valued. Respect their individuality, listen to their comments seriously and take action when necessary.

Check out this guide on how to create a work environment survey and collect feedback from your employees.What is the importance of employee motivation?

According to psychologists, self-realization is a very human thing. It is our basic nature to nurture something and see it flourish, it is applicable to most of the things we do in our daily lives.

Motivation plays a very important role in the life of a human being. Either to improve ourselves or to improve the performance of our organization. Motivated employees don’t need to be told how to do things, they take initiatives, they’re eager to take on extra responsibilities, they’re innovators and entrepreneurs.

Employee motivation assures you:Have a positive environment within the organization.The perception of safety and happiness at work.Happy customers.Better performance.

Employee motivation, therefore, plays a very important role and ensures that the workforce remains active and contributes in the best possible way to your organization. In addition, a high level of motivation leads to a lower level of staff turnover. 5 Simple Ways to Motivate Your Employees

If you’re looking for ways to motivate your employees at work, here are the 5 simple ways to make this work:1. Recognize a job well done

Recognition plays an important role in increasing employee motivation levels. It helps create a healthy bond between employer and employees. Not only does it satisfy our basic need for esteem, but it also facilitates the sense of belonging.2. Focus on intrinsic rewards

It is true that some people need rewards to perform their tasks, but extrinsic rewards fade very quickly. Focus on motivating your employees from within. Some may even say, “yes, this is all good, but we have to eat and pay rent”… well, that’s true, that’s why you should compensate your employees well, but make sure you create values that are lasting for your organization.3. Autonomy, not bureaucracy

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