1.
10 Tips for Motivating Employees
To Better Performance

2.
Almost all employees want to do interesting work, secure
a good salary and earn recognition for their contributions.
But motivating employees takes more than money and an
occasional “thank-you.” It requires a strategy tailored to
each worker’s needs. In HR, you work with your
company’s managers to get the most out of your
employees. Here are 10 ways to make your motivational
techniques work for every employee.

3.
Ask what they want out of work
Ask what they want out of work. Just knowing that an
HR manager or boss is interested in a worker's goals
will make many employees feel better about their jobs.
It can be difficult to get a quick and accurate answer to
this question, however. Some workers may say that they
want to work on a prestigious project, for example, only
to discover once they have been assigned to the project
that it isn’t what they expected.

4.
Consider Each Employee’s Age and
Life Stage.
There are exceptions to every generalization, of course, but
workers nearing the end of their careers are often less focused
on the next promotion than those who are just starting to
climb the corporate ladder. Younger workers may also be less
accustomed than older ones to waiting patiently in a job they
don’t find interesting.

5.
Match Motivators to the Company or
Department Culture
Again, there are exceptions, but
engineers are likely to be
motivated by working on
cutting-edge projects. On the
other hand, sales professionals
tend to use money as a way to
measure how well they’re
doing.

6.
Pinpoint Each Employee’s personality.
Some people love public praise;
others are mortified by it and
would much prefer a sincere, in-
person “thank-you.” Make sure
you take this into account if you
are planning a ceremony to give
awards or other recognition.

7.
Use flexibility wisely.
Allowing employees to telecommute some of the time or to set their own
office hours can have big benefits. It makes employees’ lives more
manageable — and it shows them that they are trusted.
Still, as with other motivators, one size does not fit all. Some jobs simply
can’t be done effectively outside the office. And some workers actually like
going in to the office to escape the distractions of home or to preserve a
line between home and work. “As long as the commute is not bad, some
people would rather go in to work,”

8.
Put money in its place.
Allowing employees to telecommute some of the time or to set their own
office hours can have big benefits. It makes employees’ lives more
manageable — and it shows them that they are trusted.
Still, as with other motivators, one size does not fit all. Some jobs simply
can’t be done effectively outside the office. And some workers actually like
going in to the office to escape the distractions of home or to preserve a
line between home and work. “As long as the commute is not bad, some
people would rather go in to work,”

9.
Offer Help With Career Goals.
When you ask workers what kind of
work they enjoy, also find out about
what they’re hoping to do in the
future. Giving workers opportunities
to build the skills and make the
connections they need to get ahead in
their careers will build loyalty and
motivation.

10.
Help Employees learn.
It’s very important for workers to
keep learning new skills on the job.
With people changing jobs more
often than they used to and
companies no longer promising long-
term employment, younger workers
in particular realize that continuing to
learn is the way to stay employable

11.
Recognize that motivation isn’t always the
answer.
If your motivation efforts aren’t working, it may not be your fault.
“Not everyone can be motivated for that particular job,” Beasley said.
If an employee would really rather be doing something else, it may be
best to encourage him or her to pursue something new.

12.
Provide a Positive Working Environment
Have you ever worked for a bad boss? One of the main reasons employees
quit is the relationship with their first-line supervisor. The fact is many
supervisors and managers are unaware how their actions and decisions
affect employee turnover. A critical aspect of an effective retention strategy
is manager training. Properly trained managers play a major role in an
effective recruitment and retention strategy. Managers need the skills,
tools, and knowledge to help them understand their employees' retention
needs and be able to implement a retention plan designed to increase
employee engagement in the organization.