It’s estimated that the United States loses $11 billion each year due to employee turnover. At any given time, only one-third of employees consider themselves to be fully engaged at work. Some are passively looking for new opportunities – going through the motions of their day-to-day responsibilities. Others are even actively looking to jump ship – to find a new opportunity as soon as possible.
Virtually every leader agrees that employee motivation is essential to business, yet only 75 percent have an employee engagement program in place.
Creating and sustaining employee motivation can be an ongoing challenge – one that is far from black and white. Traditional methods like higher pay have mixed results, according to Tomas Chamorro-Premuzic in a recent Harvard Business Review article.
Employees need more than money to stay engaged with their roles and responsibilities: they need “intrinsic satisfaction” – self-sparked enjoyment and motivation within their everyday responsibilities.
Organizations can inspire engagement by cultivating an atmosphere where employees thrive and enjoy their time at work. The process starts with transparency and ongoing communication that supports open dialogue between employees and your organization’s leadership team. Focus on the following three questions to help kickstart this dialogue:
1. What were your greatest accomplishments this month, and why?
No matter how busy your team gets, it is important to take a step back to remember why you come to work every day. Why do you love what you do? The more you can focus on what exactly drives employee motivation at your business, the more that you can replicate that environment.
Take a step back from your day to reflect upon and absorb what your employees learn. This level of planning can help build a move cohesive and unified team.
2. What has upset you recently and why?
The new world of work will always have its ups and downs, and your management team needs to make sure that the tough times never override the good. Days on the job are always processes of learning and growing. It’s critical to confront the bad head-on and look for ways to push forward. These tough conversations require openness, honesty and organizational support. Managers should feel comfortable enough to facilitate this dialogue. Employees should feel empowered to seek out this dialogue, if needed.
3. How is life outside of work?
Workaholism tends to be the norm rather than the exception. Smartphones, laptops and data plans make it impossible to be anything than “always on.”
Your employees need to take breaks, and your management team needs to make sure that everyone has a chance to unwind. Including them.
Boost employee motivation by setting up systems that ensure team members are taking time to relax, feel refreshed, and spend time with family. Make sure your employees feels good about the space that they are taking to keep balance in their lives. As managers and leaders, you have the power to make sure the people around you are feeling healthy, both mentally and physically. Do so – you’re likely to see happier employees and better productivity.
Not sure where to get started? Talk to your employees. The more you’re able to maintain open and honest communication, the more empowered your organization will be to create an engaging culture. By pinpointing specific employee motivation factors, needs and pain points, your leadership team can effectively optimize your brand’s culture.