How does motivational strategies affect productivity

The way we communicate and interact with employees can have a significant impact on motivation levels and productivity. In this article, we take a look at various psychological techniques and employee motivation strategies to inspire teams and boost productivity. Employees respond positively to active feedback methods that are connected to individual and organizational success.

People are naturally attracted to short-term evaluations of performance, which allows for more rapid correction and enhancement processes than traditional quarterly or annual assessments. Continuous feedback on performance gives every employee a stronger feeling of investment in your organizational goals and builds stronger relationships that stand the test of time. Employees also appreciate the rapid correction of problems and the power to move forward towards new opportunities to restart progress on new tasks.

Flexible scheduling and work arrangements reduce infrastructure overhead while promoting employee productivity. With modern technology , the potential for part- or full-time telecommuting and remote working allows many companies to experiment with flexible scheduling for some employees. Many studies and real-life experiences have shown that employees who are allowed to work remotely at least part-time are much more satisfied and motivated to be productive.

Incentive and rewards have little effect on employees who feel motivated only when they are confident in their abilities and personally identify with their role within the organization.

These individuals perform productively for the sake of the personal challenge work provides. There are several ways to motivate employees and drive worker productivity. Because different factors influence workers in different ways, utilize motivational strategies that encompass several techniques.

For example, to influence workers who are money motivated, an employer may implement a daily "spiff" that pays cash instantly to employees who meet short-term production goals. To achieve long-term production goals, an employer could implement a program that encourages friendly competition between workers to meet production numbers.

At the conclusion of the program, employers can publicly recognize top performers for a job well done. As a manager, you can sustain this motivation by ensuring there are avenues and opportunities for your employees to advance in their positions. You can also provide them with opportunities for further qualifications or on the job workshops. It lets them know they are valued and makes them more committed to their positions.

At the end of the day, if employees are happy in their jobs they are more motivated to do the best job they can. As a manager, you need to be aware of whether your employees are satisfied or not. The process to happiness and job satisfaction can be influenced by ensuring the previous factors are evident in your company and letting happiness be an organic process.

As a manager, it is important that you are focused on ways to continuously improve your business and staff. Finding ways to keep your staff motivated to perform at their best is a key part of any managerial role. If managers can understand the factors that lead to employees performing at higher levels, they can increase the performance of entire departments. Can you identify ways that you can implement some of these motivational techniques for higher productivity in your business?

It appears that you are in New Zealand, to be redirected to our NZ site click here. AU NZ. Employees are generally more productive when working in an atmosphere of respect where leaders keep the lines of communication open and keep workers informed of long-term goals rather than simply controlling and managing workers in their day-to-day activities. The key to managing productivity in the workplace is to manage behaviors rather than personalities.

Reinforcement is a term coined by behavioral psychologists who developed the theory of operant conditioning. Skinner, cites consequences, positive or negative, as a key stimulator of behavioral learning. In other words, if managers want increased productivity, they must reward that behavior. Conversely, they must also apply negative reinforcement, or punishments, to those workers who do not meet productivity goals.