Working conditions

Motivating employees

An employee needs to be motivated to work. We can call motivation a stimulus that activates the energy needed to make an effort to perform a specific task. This can be done in several different ways. The simplest is to use remuneration for this purpose.

Many remuneration components are incentive-based. These include:

  1. commission,
  2. piecework,
  3. bonuses,
  4. awards.

However, it turns out that employees can be motivated by more than just remuneration. One way to motivate is to make business assets available for private use (phones, cars, etc.). Personal development is one of the strongest motivators for those employees who like to work on their strength of character and take on new challenges in their professional life. Such an employee is motivated to work by the very fact of developing their talents. The opportunity for professional development will motivate people who are very ambitious, striving not for admiration but for mastery in their profession, achieving goals and constantly developing new skills. Some employees can be particularly motivated by a sense of responsibility – if they can decide how other people’s work is organised and have a degree of independence and real control over individual activities, they become extremely effective. Many people feel comfortable occupying a senior position within a company structure. Climbing the career ladder and striving for success gives them wings and is a reward in itself (prestige). Job stability and security, an indefinite employment contract – are sometimes a priority, especially for employees who have a family. An employee who has a sense of stability identifies with the company, is efficient and fulfils his or her tasks, which translates into company results. The benefit system in some workplaces is a strong motivation. These can include employee meals, sports passes, a kindergarten at the workplace and other additional non-wage benefits. However, before an employer decides what the employee benefits should be and takes specific action, it is worthwhile for them to talk to their employees or do a survey and find out their needs and values, what gives them satisfaction, and then tailor the incentive benefits to meet those needs. Courses and training are a great opportunity to improve qualifications and skills. Training as a benefit and motivator will have an effect especially with young, ambitious team members who are open to knowledge and new experiences. Providing development opportunities in the form of senior employees allows them to broaden their competences. An investment in employee development simultaneously translates into benefits for the company. Clear division of tasks, structured work, predetermined activities for each day and the allocation of tasks to each employee – such order suits some people, while chaos demotivates them. Recognition and respect: someone who is appreciated, rewarded and held up as a role model by their employer for their achievements and experience is bound to feel more motivated to do their job than someone who does not stand out from the crowd. Sometimes even praise and recognition for a small success gives wings, so do not spare them to your employees. It is a good idea to motivate your employees by organising company or team-building events that allow you to establish relationships and a sense of community within the team.