{"id":1885,"date":"2023-08-18T16:29:16","date_gmt":"2023-08-18T14:29:16","guid":{"rendered":"https:\/\/cms-bw.freelo.io\/?p=1885"},"modified":"2024-04-05T13:40:23","modified_gmt":"2024-04-05T11:40:23","slug":"fighting-with-motivation-why-every-second-employee-struggles-with-it-and-how-to-spark-their-drive","status":"publish","type":"post","link":"https:\/\/cms-bw.freelo.io\/en\/fighting-with-motivation-why-every-second-employee-struggles-with-it-and-how-to-spark-their-drive\/","title":{"rendered":"Fighting with Motivation: Why Every Second Employee Struggles with It and How to Spark their Drive"},"content":{"rendered":"

In the Czech Republic, 44% of employees lack motivation<\/strong>. Even fewer are motivated and satisfied, only 39%. According to global statistics, only 15%<\/a> of employees are truly engaged. So in a global context, this is not a bad result. But what about all the innovation, productivity and, in short, money that low motivation robs us of<\/strong>?<\/p>\n

Managers influence 70% of motivation \ud83d\udc4d <\/h4>

Almost three quarters<\/a><\/u> of your subordinates’ motivation depends on you. You better read why employee motivation matters, how to measure it, and how to effectively increase it in the next article.\u00a0<\/p>\n<\/div>\n

5 reasons why motivated employees will give your company a competitive advantage<\/h2>\n

Motivated employees work better. Read the following lines and realize how employee motivation affects everything.<\/p>\n

1. Increases labor productivity<\/h3>\n

By working conscientiously, motivated employees are more productive. In addition, they set an example for other team members, which further increases productivity.<\/p>\n

Few people know that (de)motivation is contagious<\/strong>. Positively motivated colleagues drive the department forward and promote satisfaction. On the contrary, Bata warned that “sighers” will infect your entire team within a week.<\/p>\n

2. Jumpstart innovation<\/h3>\n

When you incentivize employees with rewards and other benefits, you build a culture of innovation. Supported and valued employees rise to the challenge. They stimulate their own growth and that of the company. The best results come from managers who tailor rewards to their team members, because each person is an individual with different needs.<\/p>\n

3. Improves work attendance<\/h3>\n

Employee wellbeing (mental and physical well-being) is a fundamental prerequisite for good performance. Good managers know this and are therefore concerned about whether the employee is assigned an adequate amount of work <\/strong>so that they are not overwhelmed and over-stressed.<\/p>\n

Of course, there may be times when it is necessary for a person to “work” and work beyond working hours<\/strong>. Especially when it is an exceptionally important deadline or seasonal work like an accounting deadline. However, this must be balanced by a quieter period <\/strong>when the employee works fewer hours or not at all.<\/p>\n

If the overtime lasts a long time, the employee will increase his\/her absenteeism due to doctor’s appointments and illnesses. Whether the illnesses are fictitious or real, they will stem from exhaustion. In either case, they will dramatically reduce work productivity. Eventually, the employee will leave altogether.<\/p>\n

\"Pr\u00e1ce
Source<\/a><\/em><\/figcaption><\/figure>\n

4. Reduces employee turnover<\/h3>\n

When an employee quits, the department’s overhead costs <\/strong>increase. In the U.S., the average cost of hiring an employee is $4,000<\/u><\/a><\/strong>. It takes up to several weeks to conduct a selection process, which unschedulously employs HR staff and managers.<\/p>\n

Until the successful candidate comes out of the selection process and takes over the agenda, the work is tied up. Or at least the minimum required is done by the original employee who is on notice. Or he or she has agreed with the employer to leave early and his or her position is covered by colleagues or temporary workers.<\/p>\n

However, in addition to the loss of productivity during the turnover period, you have lost opportunity costs. Where could your business have been if a proactive and motivated colleague had been sitting in the chair of a demotivated employee all along? <\/strong>In the US, demotivated employees cost companies up to $450 billion a year<\/a>. Learn how to choose the right people for your team here<\/a>.<\/p>\n

If employee departures occur too frequently, there is also a continuity problem <\/strong>as there is insufficient training and handover<\/strong>.<\/p>\n

5. Build company reputation \u2192 make it easier to recruit more employees<\/h3>\n

Organizations that know how to work with employee motivation create a unique work environment that becomes their brand. You won’t build this overnight, of course, but you’ll need data-driven strategies based on feedback from your existing employees. When you do, though, every employee becomes a brand ambassador <\/strong>that helps you attract and retain top talent.<\/p>\n

How to recognize and measure employee motivation<\/h2>\n

Getting employee motivation into metrics is difficult. You need to know how they really feel. Some companies use special software to do this.<\/p>\n

Did you know that...<\/h4>

Although 71%<\/u><\/a> companies consider employee data to be crucial, only 8%<\/a> actually<\/u> have any usable data.<\/p>\n<\/div>\n

Tools for measuring motivation<\/h3>\n

In order to successfully motivate employees, you need to evaluate, i.e. measure, their motivation and satisfaction. To do so, the following comes in handy:<\/p>\n

Regular meetings with immediate supervisor or HR representative<\/h4>\n

An honest conversation in a safe space will tell you the most about motivation. How to conduct such a meeting and how to give feedback can be found in the next article.<\/p>\n

1:1 meetings don't suffice \ud83e\udd13<\/h4>

Some questions won’t be answered honestly by an employee face to face.<\/p>\n<\/div>\n

Employee Motivation Questionnaire<\/h4>\n

In addition to 1:1 interviews, short online surveys with the possibility to answer anonymously are suitable.<\/p>\n

Definitely don’t just rely on the big once-a-year surveys. They are difficult to evaluate, but especially the annual interval is too long<\/strong>. By the time you figure out the problem, the employee may have been living with it for a year and is close to termination.<\/p>\n

Personality tests<\/h4>\n

To build the most effective team, you need to know the personality of each member. This will help you use adequate incentives. We are all different. Some people are driven by a vision of power or fame, others by a desire for knowledge or deeper meaning. To identify motivators and roles, there are a number of tools such as the Belbin Team Inventory Test<\/u><\/a>, the Enneagram of Personality<\/u><\/a>, Shein’s Career Anchors<\/u><\/a> etc.<\/p>\n

\"\"
Nine motivators of every person according to the theory of motivational maps. Source<\/a><\/em><\/figcaption><\/figure>\n

Signs of a demotivated employee<\/h3>\n

It is not always easy to recognize that an employee lacks motivation. Therefore, in addition to the motivation measurement tools described above, pay attention to the following signals.<\/p>\n

Employee is not proactive<\/h4>\n

When people lack motivation, they think they can’t influence anything. That’s why they save their energy and don’t “think ahead”. They just react to the current situation. They refuse new tasks, resist responsibility and do the work just to “keep from being told”.<\/strong><\/p>\n

Pro TIP<\/h4>

This situation is typical for teams where communication does not work well<\/p>\n

Improve the handling of task responsibilities<\/u><\/a>:<\/strong><\/p>\n