Threat, manipulation or motivation

 

Supposedly motivating employees can be motivated in different ways. With simple threats you can drive them on and ask them to perform well. However, this is quite exhausting for both sides and only provides a short-term motivation boost (for the employee). In the medium and long term, however, he will increasingly turn away from the company and look around for career changes.

 

Another path to motivation is more manipulation - with money or through promises of promotions or status changes. This also only works for a short time, as numerous studies confirm time and again. The reason is that little changes in the overall situation and the incentives evaporate within a short time and the employee is confronted with the old problems again.

 

The demonstrably most successful way to motivate the employee is an open and honest way of recognizing performance and personal encouragement.

It is very important that praise is absolutely sincere. Praise must always be prompt and best done privately, i.e. be personal and situational, so that it arrives at the employee correctly and also has a long-term effect.

 

This praise, i.e. the spontaneous appreciation of a good performance, should be underpinned by recognition of the superior or boss. This recognition does not have to take place immediately after an extraordinary achievement, but assesses the overall picture of the employee over a certain period. This feedback motivates permanently and, according to various studies, can improve employee performance by 10-20%.

If you only want to motivate on a monetary basis, you quickly find yourself in a vicious circle of incentive and reward. The salary increase, the car or gifts have to keep increasing and often fizzle out after a short time.

 

Your employees must be motivated from the inside to work for you and the company. If only the existential needs are satisfied and work is not fun, little things are enough to demotivate.
Everyone wants to be valued, managers as well as employees. Even if it appears that we are independent and independent, people need others to strengthen their self-esteem.

 

 

Below are a few examples and suggestions from our own experience or from third parties, with which we want to give you ideas to motivate your employees, reward them and create a bond.

 

 

APPRECIATION

People love it when you value your intentions and ideas, and best of all in such a way that others are aware of them. This builds up and inspires new enthusiasm.

On the other hand, they hate when the impression is given that one is only an unimportant and easily replaceable component in the overall work. Everyone needs confirmation of the things they do (well) here. It strengthens your self-confidence and motivates you to do new things.

 

GRATITUDE

Show gratitude to people who do necessary things without being asked, even if they don't belong in their immediate field of work, but are necessary for the company. Some people like to help and others know how to express themselves elegantly.

Without gratitude, you quickly become bitter and without these good souls, something very important is lost to a company.

 

INTEREST

If you show your employee that you are really interested in what the individual does or wants to achieve, you are encouraging him enormously.

A very simple and effective way to motivate a person.

 

POSITIVE LANGUAGE

Concentrate on the positive aspects in your language and avoid bans. You should avoid restrictions and negative wording with sentences with “not”. Involve your employees with questions like "how do we do it ...?"

 

SURPRISE

Just give an employee a day off for a particularly good performance, give him and his partner a luxurious weekend in a great hotel or an exciting experience. This surprise effect encourages far beyond normal praise or recognition. Just be creative and spontaneous when you come up with ideas. In addition, as a supervisor or boss it is also good for you to do something nice with such an action. You will notice.

You can find ideas and offers for great events and incentives at the event agency of Jochen Schweizer, for example

 

CLEAR POSITIONS

Be true to your point of view, otherwise you will create a lot of confusion among your employees. If you have decided, stick to it. For example, emphasize that what matters most is the result of the work and not the time spent in the office. After that, you cannot quickly change your perspective from the one that is right for you.

 

ASK FOR ADVICE

To ask someone about his knowledge and ability and to call him a connoisseur of matter is a very subtle way to praise. This gives you the feeling that the person asked can make something very positive - very venerable.

 

HAVE FUN

The fun of the job should always be maintained. A relaxed and relaxed atmosphere combined with frequent laughter. Allow funny moments and also celebrate bigger successes. The working atmosphere simply has to be right. You should also offer a team-building event for the entire department or all employees at least once a year. This can be a simple company outing or a well organized day of adventure. We and our experienced partners are happy to help you make the right choice.

 

ALLOW ERROR

Everyone is annoyed about mistakes. Whether it's about an employee's own mistake or even more about a serious one. However, you should always avoid giving the person concerned the feeling of being a complete failure. It is often difficult enough to deal with the mistake itself. And finally, one should learn from mistakes and do better in the future.

 

COMMON GOAL

Find common goals with your employees. This often makes it much easier to achieve a specific goal with the honest cooperation of the entire team.