Congratulate employees on their successes. It is easy to do and costs nothing.

A question commonly asked of me is, “How do I motivate my employee?”. A motivated employee is one who voluntarily supplies above-average efforts to achieve quality, value-added work for the team. Motivation is not a static condition or an individual characteristic, nor is it separate from the environment. Individual factors come into play, as do organizational factors.

Personal characteristics that influence motivation are as follows:

• personal values;
• higher or lower performance needs;
• stable or unstable personal lives (periods of separation or illness affect the best of intentions);
• interest in the type of work assigned;
• skills and abilities to do the work.

Job characteristics that influence motivation include the following:

• fair and competitive work conditions;
• well-defined roles and responsibilities;
• required materials and equipment;
• tasks for which the employee has the skills and which he or she enjoys;
• possibility for promotion and growth;
• level of autonomy based on abilities;
• a positive relationship with supervisor;
• a positive work environment.

Even if we cannot motivate employees, because it is really up to them to motivate themselves, it is nevertheless possible to create conditions that encourage motivation. Therefore the first order for employers is to recruit good personnel and then create the conditions to help motivate them.

One of the most overlooked factors is verbal recognition or feedback, yet it costs absolutely nothing. Many employers are uncomfortable praising employees, or telling an employee that she or he is appreciated, does good work or is important to the company. Some employers are afraid to do so because they fear that they will be asked for a raise in return. Still others think the employee will over-estimate their abilities and seek work elsewhere.

All employees, including managerial personnel, need recognition. When they do not receive it, when they think their efforts are not recognized, they become increasingly unmotivated and begin to look elsewhere to meet this need.

For verbal recognition to be effective, it must be frequent, specific, clear and timely. Therefore, people in management positions should set their pride aside and provide verbal recognition.

Few investments in agriculture cost nothing but pay you back with such dividends!

By Pierrette Desrosiers, M.Ps.
Work psychologist, speaker and business coach