What are the factors that motivate us
Work motivation factors
After getting to know your employees, the next step is to consider how you can meet their different needs. In order to be able to implement your motivational incentives, there are different "motivators".
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Motivational work - motivation type 1
Then there is the employee, whose incentive lies more in personal development within their actual work. The factors that lead to increased motivation are called "intrinsic" in technical terms. The best way to motivate this employee is to do interesting, varied and independent work. To do this, it pays to change existing workflows.
You can achieve this by changing the requirements and grouping different tasks that were distributed in several places into one work area and submitting them to your employees. It is important that the employee knows what his closed area of responsibility means for the end result. In work organization concepts one speaks of "plan islands" or "products". In this context he should also be able to objectively measure the importance of his work against something. In some companies, what is known as a key figure system is used, in which each individual work step is measured using a key figure that is accessible to the employee at any time.
Make sure that this employee can organize his work largely autonomously with clear objectives. Give him more competence. This releases a tremendous creativity potential from which you can only benefit.
If you want to reward your employee, you will succeed best if, for example, you offer them a project that is precisely tailored to their strengths. He can tell that you have dealt with him from feedback that includes the reasons for his motivation.
Motivating environment - motivation type 2
Then there is the employee, for whom factors are more important that have more to do with the external environment of the work. This includes, for example, the working atmosphere. These factors are called "extrinsic". You can also motivate this employee with an appropriate work environment.
A balanced working atmosphere is important to him. Eliminate friction among work colleagues as quickly as possible and possibly form a new team. For this employee, the relationship with you is part of a smooth process. If there is criticism of yourself because of difficult circumstances in the handling of tasks, it is best to make it very clear whether you are responsible for it or whether the mistake lies elsewhere and you can only use your competence to limit the damage. Of course, the employee doesn't have to know every single detail, but he shouldn't feel that he is exposed to your arbitrariness.
If he is keen to document his status externally, offer him his own office or desk. To prevent envy in the team, it is advisable to make it clear to all employees that everyone will receive a reward for their work that corresponds to their wishes.
You can motivate employees who are very keen to identify with the company by including them in company activities and keeping them up to date on important developments. This allows them to see what their work is doing and are ready to keep their motivation at this high level. An adequate reward for their effort would be to entrust them with a project that serves the company's image within the company or in public, for example helping to organize an "open day", a company party, etc.
You can motivate this employee with a success-oriented payment. For this it is important that you define objective, transparent and comprehensible criteria for your assessment. In this way you prevent the employee from feeling at the mercy of counterproductive competition with his colleagues, or from having to fear that you will arbitrarily decide for yourself what his work is worth.
If he is interested in more free time, for example because of his family situation, you can create an incentive for him by accommodating him on this point, for example with a part-time offer that is specially tailored to him or with less work.
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