What is Motivation?
Motivation refers to the motivation or motivation to do something, and it means the driving force for moving toward a goal. Motivate in English implies to to stimulate, to motivate’, and in Korean, it is usually used in various expressions such as stimulate, induce, deceive, inducing learning motivation, and motivate’.
Motivation has a significant impact on an organization’s productivity. Motivation is an important task for companies as well, as the morale of the employee’s decreases and the productivity of the entire organization decreases if they are not motivated. Motivation, an important task for both organizations and individuals, can be effectively managed, and in this article, we will introduce strategies to maximize motivation.
What is Motivation Management?
Motivation is an emotion, so there may be differences in the degree of motivation from person to person, but effective management of motivation can increase productivity and feel more fulfilled in the work. For effective business handling, it is important to stably manage motivation so that motivation does not disappear depending on the mood and environment of the day.
Motivation management considers both internal motives that come from satisfaction with behavior and external motives that give more value to external rewards, but for effective motivation, a corporate system and culture that can support this must be prepared.
First of all, for external motivation, a personnel system such as a promotion or compensation system must be established, and more effective motivation management is possible when appropriate compensation for performance is guaranteed. On the other hand, the core of internal motivation is motivation and a sense of accomplishment, and it is important to have a corporate culture that can fully praise performance for successful internal motivation management. Job seekers need to make sure that the applicant company has a sufficient system and corporate culture to manage employee motivation, and through motivation management, they can seek sustainable growth.
Reasons for a business slump
In the fierce competition in their work life, workers experience a slump in which morale is lowered and their motivation to work is lost. There are many reasons why office workers experience a slump, but what is the reason for the work slump, especially when they lose their motivation for work and lose their concentration?
Examples of office workers slump
One of the reasons that many office workers experience a slump is the feeling that they have done their best and have not received a fair evaluation or have not received the expected compensation. In the absence of a sense of achievement and recognition, the morale of employees can be lowered and the motivation for the job is lost. The same is true when the pressure on performance is severe or when you take on a job outside of your job competency. Morale can also decline when you feel that you have been treated unfairly while working or that you have violated your boss’s expectations.
Excessive boss involvement is also a major contributor to lower morale. The involvement of a boss lowers ownership of the task and lowers the employee’s desire for achievement, making it difficult to motivate in an environment where the method of work is controlled. Also, a work slump can come when you feel that your work environment is irrelevant to your personal growth, such as feeling that you are interested in a specific job, but you are unable to take on the job you are interested in in your current job or are not entrusted to you.
What is the effect of loss of motivation and slump?
Loss of motivation for work will have a long-term negative impact on employees and companies.
Negative impact on business
An employee’s slump is the first thing that leads to poor work efficiency and can lead to poor performance. A member’s slump may negatively affect the organization and may extend to the entire organization, and this will become a negative corporate culture. What’s more, a stagnant corporate culture lowers loyalty to the company, so it’s not uncommon for talented people to leave. In a situation where corporate competition intensifies and the acquisition of excellent talent is important, the turnover of excellent employees can be a big loss for the company, so careful attention to the slump of employees is required in advance.
Negative impact on the individual
Slumps can also be a major contributor to poor performance. In a state of low motivation, the speed of work is slow and it is difficult to produce good results. If the work process is reflected in the HR evaluation, it may be difficult to make a positive evaluation in the work process even if it has performed well. During a slump, the interest in the job is diminished, so a new job is easily considered a burden and it is difficult to learn a new job. Since slumps can be both mentally and physically burdensome to individuals, efforts to get out of the slump through self-motivation are necessary.
How to motivate you effectively
Keeping your employees motivated and able to keep them stable is very important not only for the company, but also for the individual employees. The following is an introduction to internal policies that are effective in motivating.
Using employee training
In order to motivate employees effectively, it is a good idea to understand each employee’s needs for growth and introduce training programs to strengthen their competencies. Knowing and supporting the needs of employees seeking career advancement or job-related competency development can help maintain a high level of motivation in everyday work. It is also effective to regularly check each member’s career plans and take actions such as assigning related tasks or assigning them to relevant departments. Expansion of employee training can lead to corporate growth by increasing loyalty to the company and laying the foundation for employee growth.
Creating an inspiring team culture
Creating an environment where team members inspire each other is also a key strategy for employee motivation. Even if a member makes a mistake or encounters difficulties, if you have a colleague who encourages you, you may be tempted to overcome difficulties and try again. In organizations where criticism is dominated, morale is more likely to decline because individual team members don’t share issues and struggle alone, and re-motivating slumped employees is not easy. If you often work alone, it is a good idea to form a team that shares hobbies outside of work. If you create a culture of encouraging and forming a team with a sense of belonging through in-house events, club activities, and study groups, communication within the workplace can also be facilitated.
Motivation method to increase work efficiency
Certain tasks may inspire motivation, but others may not, so it is difficult for members to be motivated for all tasks. Motivated work includes elements that can be recognized by others or satisfy a sense of accomplishment through work, so after a successful work, anticipation of the outcome can motivate you to work.
However, in a business situation, you cannot always choose the tasks that interest you, so you may inevitably take on tasks that are not motivated. How can you gain momentum for tasks that are less motivated to work? In the following, we introduce ways to improve work efficiency.
Give it meaning
If you set goals and give meaning to your work, you can lead the work with a sense of ownership. Defining what a given job means in your career and imagining your future as a professional will help you enjoy your current job. After you’ve achieved your business goals, it’s a good idea to take time to praise and reward your efforts, such as buying a gift for yourself to commend your efforts.
If your motivation is diminished by having to take on cumbersome and repetitive tasks, you can increase productivity by improving work efficiency. For example, simple Excel operations can be efficiently processed through macro construction or RPA (Robotic Process Automation), so it will be helpful if you are familiar with how to use macros. Even repetitive tasks can motivate you to work more effectively if you give them the meaning that you can master new skills in the process of finding solutions.
Boost your team’s morale through motivation
When you are promoted to a managerial position, you are given a new task of managing team members, and it is important to present a vision to team members to achieve your goals and motivate them to achieve good results.
In order to achieve good results as a team, it is important to motivate team members to create synergy with each other rather than working with motivation alone. If you set clear goals to your team members and work through trust, you can motivate them and increase their momentum. When a team member’s mistake is anticipated in the course of work, appropriate assistance is provided to lead, and success stories are praised at the gathering of team members so that the employee feels a sense of accomplishment.
Onboarding for new hires
In order for new hires to adapt well to the organization, the onboarding process must be accompanied by motivational support. In the case of new hires, in the process of adapting to the company, there may be a difference between the motive at the time of joining the company and the current motive, so management to narrow the gap is necessary. Even if you are an experienced job, depending on the company or job situation, you may feel difficult when you face unfamiliar work, and your motivation to work may decrease. In the onboarding process, it is essential to apply for new hires who are learning the job in a timely manner so that they can adjust to the job well. There are some cases where you may have anxiety about how to adjust to the new environment, so it is important to pay attention to new hires and make efforts at the company level. Also, if you are considerate of the feeling of respect for new hires as part of a team, you can motivate them with high sense of belonging.
The importance of motivation
Many companies have specific plans for hiring and performance evaluation, but few have plans for managing the motivation of members of the organization. Management of employee motivation has a great impact on corporate performance and trust in the organization.
If employees are less motivated and poorly performing, it is important to check if there are any difficulties in the work and to respond with appropriate motivational measures. Let’s see below what are the ways to motivate your employees to be successful.
Clearly set performance goals
Clear goal setting for performance is a good way to motivate and maintain, and prevent performance degradation, helping employees to understand the direction of their work and gain momentum. Regular evaluations and rewards based on performance targets can effectively motivate employees. If employees do not achieve their goals properly, it is necessary to make an effort to suggest improvement measures by identifying whether the work goals are set too high or what factors hinder work performance.
Identify the causes of poor performance following a business slump
To evaluate an employee who is not performing as expected, objective evaluation criteria must be presented, and it is important that the employee is well aware of his or her scope of work and evaluation criteria. Performance measurement differs from company to company and there are many different criteria for measuring performance, but it should mainly include four elements:
1) Detailed job description: If the job and performance are described in detail, a large measurable framework can be set.
2) Digitized goals: It is common to set realistic and attainable goals in advance, and through this, it is possible to quantify performance.
3) Quality of work: It is mainly applied to business related to customer response, and can be an effective goal when providing quality service is necessary.
4) Competency setting: Goals are set with competencies and action plans necessary for excellent performance.
Low performance improvement and motivation plan
1. Analyze performance objectively.
It is necessary to provide an opportunity to analyze the causes of low performance with low performers through meetings before evaluating low performance and suggesting improvements. Identify the areas of poor performance in detail and set goals to achieve until the next evaluation. It is also essential to document any discussions regarding performance for future objective evaluation and recording.
2. Secure enough time.
It is difficult to improve performance within a short period of time, so let’s take a certain amount of time to determine whether or not the performance has improved. If part of the performance has improved to some extent, the mid-term evaluation is used to identify areas for further improvement, and the next evaluation date is set to help the underperformed to achieve a sense of goal.
3. In the worst case, consider discipline.
If performance does not improve significantly after taking these measures, the employee may consider disciplining or firing. If appropriate disciplinary action is taken but no resolution other than dismissal is available, the employee may take dismissal action after a reasonable process has been established based on past disciplinary action cases.
3. Increase the frequency of communication.
The main cause of the slump in office workers is the lack of communication with leaders. Identifying what projects your subordinates are working on and what challenges they are facing and providing advice can also help motivate team members. Even if it is not related to work, we try to create an atmosphere in which comfortable communication is possible through frequent communication.
4. Compliment clearly.
Employees who perform well are provided with a place to clearly praise, so that they feel a sense of accomplishment. For non-performing employees, rather than dictating and coercing how they work, they praise what they’re doing well, but offer helpful advice with soft suggestions that other approaches might be effective. In order to motivate employees, it is essential to give advice tailored to the characteristics of subordinates, not compared with other employees.
5. Be aware of employee burnouts.
When you’re dealing with high-intensity tasks, you can get burned out, where you don’t get motivated no matter how hard you try. At the end of a project, we help employees have time to recharge by adjusting the workload to prevent overtime work and encouraging employees to leave work on time. It’s also an effective way to make sure you have enough time off for vacation. Taking a break from work can give you the foundation for getting your work enthusiastic again.
6. We respect the opinions of members.
It is also important to listen to the suggestions and opinions of members. While it may be difficult to incorporate all of the suggestions or improvements, immediate rejection of an offer can lower employee morale.
One of the common reasons for leaving office workers is’because they can’t do what they want to do in the organization’. By maintaining a consistent attitude that values the opinions of our members, we can pursue organizational innovation and build trust.