1 Challenge

• “My employees are not motivated or engaged.”

2 Questions

• “How can I boost employee motivation?”
• “What are the results I can expect from doing so?”

3 Ideas

• Allow Flexible Work
• Trust, Don’t Micro-manage
• Optimise Your Rewards Structure

“Happy Employees = Successful Companies”

How many times have we seen or heard this? Maybe not enough!

According to this article by the London School of Economics, “higher employee wellbeing is associated with higher productivity and firm performance”. In other words, if your employees are motivated; they’re happy. And if they’re happy; they will work hard to ensure your organisation’s success.

But how can you motivate your employees and make them happy?

Here are 3 ways that have worked for many companies in the past. 

1: Allow Flexible Work

In a post-COVID world, working from home is now the norm rather than the exception. This is because thousands of companies all over the world have adopted remote work policies to keep operations going in the midst of national lockdowns and social distancing norms.

But to keep your employees motivated in the long term; remote work/flexible work should not be a temporary approach, but a permanent one. Knowledge work can be done virtually, and from anywhere. As long as your people have a computer, an Internet connection and a phone; they can meet their work responsibilities fairly easily. Then why not allow them the option of telecommuting?!

When companies allow their staff to work remotely – whether it’s from home, a beach, a railway station, or even a coffee shop – it can boost their morale. The increased flexibility and freedom they get can generate a sense of gratitude and appreciation, and motivate them to give their best effort to their role. Needless to say, when employees perform well, the organisation does well too.

If you cannot offer permanent telecommuting to all employees, at least let them telecommute 2-3 days a week. Even part-remote work can cut down their commute time, reduce frustration, and thus motivate them to perform well at their jobs. Telecommuting has benefits for the organisation as well. The fewer employees that work from the office, the less space you need. This means lower overheads (electricity, rent, etc.). Moreover, since they can work freely from a familiar, comfortable environment; they are more likely to meet deadlines and deliver high-quality work.

Create a telecommuting plan for the entire organisation, and implement it in phases. Do monitor the results so you can decide if org-wide telecommuting is feasible. Also pay attention to the cybersecurity implications, and make sure remote employees are not risking your IT assets or data.

2: Trust, Don’t Micro-manage

Chanakya is one of India’s most famous philosophers, economists and political experts. He also played a prominent role in the foundation of the Mauryan Empire. He is well-known for his many aphorisms (“neeti”). One of the most famous such neetis is:

Saam, Daam, Dand, Bhed

(साम दाम दंड भेद)

Simply put, what this neeti means is that different people respond to different motivating factors. Some respond to peaceful negotiations (Saam), while some to monetary rewards (Daam). Still others work only when there is a fear of punishment (Dand), while the rest work best under a divide-and-rule policy (Bhed). If possible, understand your workforce, and employ the right neeti to motivate each employee, and get the best results from them.

If this is not possible, a universal policy of “trust, don’t micro-manage” can work as well. Most employees respond positively to an organisation that trusts them to do a good job. Don’t micro-manage them – especially if they’ve already proved their worth in the past. Of course this doesn’t mean that you leave them completely alone. Managers and leaders are there for a reason! Do manage your staff, and guide them when they need help, or when they fall short of expectations. At the same time, have faith in their abilities, and trust them to behave responsibly and ethically. Also encourage them to learn and improve, and be open to their suggestions and feedback.

It’s also important to do a regular employee “temperature check”. Touch base with them regularly to understand their concerns, and identify actions you can take as an employer to improve their satisfaction and engagement at work.

3: Optimise Your Rewards Structure

In 2021, most employees are not satisfied with just a regular paycheque. They also want meaningful work, human connections, work-life balance, and recognition. Recognise your employees’ performance, and reward them for a job well done. These rewards don’t (always) have to be anything expensive or high-profile like an all-expenses-paid holiday or a hefty bonus. Even a simple gift card, a meal voucher, or a small cash prize can motivate people, and encourage them to perform better. Make it meaningful (no gag gifts!) and make it public – and you will see a huge impact on employee motivation levels.

Also optimise your salary structure. Are you paying above or below the industry average? If employees know that they can earn more outside your company, they will leave. If they feel that the company is “cheating” them out of a fair wage, they will leave. If they lose a lot of money to taxes and other pay cuts, they will leave. If you want to retain your employees – and more importantly, keep them motivated for high performance – it’s critical to ensure that your rewards structure matches their expectations to the best extent possible.

You can also motivate them in other ways. Implement an Employee Assistance Programme (EAP), and provide mental health support. Organise org-wide events to promote camaraderie and fellowship, such as town halls, picnics or hack-a-thons. Include senior or experienced employees on business trips, and offer learning and development opportunities at all levels. All of these can be rewarding and motivating for them, and beneficial for you.

Conclusion

As an employer, you have a responsibility towards your employees and towards your company. Fortunately, you can meet both kinds of responsibilities by doing more to motivate your workforce. Try these 3 ideas to motivate and encourage your employees, and you will see a tangible impact on your business results.

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