Keeping employees engaged and motivated can be a struggle at times. We offer training, good salary packages and other incentives, but still they are not fully engaged. Why is that?
There has been a significant amount of research into what motivates employees and the results have been interesting. For many people, it’s not always about money or the total employment package. There are other factors at play.
Whether you have one virtual employee or an in house team, if your goal is to retain staff who are happy, motivated and fully engaged, you may need to look further. Find out what it is they value more than a good salary. It’s something a little more intangible.
It comes down to feelings of satisfaction.
Satisfaction can be left open to interpretation; so what is it they want? What exactly does job satisfaction mean? Surely it means different things to different people, right?
Yes, there is no clear set of job satisfaction guidelines, so as leaders it is difficult to provide it in a neat generic package. We need to individualise it. Get to know our employees on a personal level enough to understand what it is that appeals to them. As you do get to know them, the challenge of providing a satisfying work life becomes so much easier.
Once staff are satisfied with their work life, they are much more likely to engage. As employers that is what we’re really looking for, an engaged team. Research tells us that when our staff are engaged, absenteeism and staff turnover are reduced while motivation and productivity are increased.
Ask yourself the following questions to provide job satisfaction to members of your team.
1. How do you communicate with them?
Without a doubt communication is the most vital skill a leader has in the tool box. Even when your staff are remote, personal communication is possible and it is a worthwhile investment of your time. Having purposeful communication will give you the answers to what your team members are looking for.
2. Do you share your vision and purpose?
Letting the members of your team know just what you have in mind for your business will go a long way in engaging them. They too will find a purpose when they know what the long term vision is. It will give them a clear idea of just how much they matter and their contribution is valued.
3. Is professional development available to your staff?
We all have a bigger picture of where we would like to be professionally. Your staff members are no different. They will have goals and ambitions of their own. Do you know what they are? Having personal knowledge about your staff will help you to support them in their quest for improvement. Provide them with opportunities to grow and you’ll be astounded at the increase in engagement.
4. Are you keeping them up to date on news?
Nobody likes to feel as though they are out of the loop. Be inclusive with your team members. You don’t need to share every minute detail but you should be keeping them up to date on what is happening in relation to short and long term goals if you want them to become their goals too.
5. How acknowledged and valued do they feel?
Gratitude goes a long way. We all like to feel valued. Let your team members know that they are appreciated and that you value the contribution they make to your business. You will see the difference in their level of motivation almost immediately.
