What brings you out of bed every morning? Let’s face it, every person has a different motivation to start the day. Of course, this also applies to our workplace. Imagine someone coming to you and asking the secret of your success. Would your answer be clear? Although it is generally believed that motivation for success is related to money, most people today say that the source of motivation is in fact linked to a sense of fark making a difference ”. No matter what motivates you and strengthens your performance, the main issue is how you manage it. Excessive motivation in any area can weaken other areas of your life.
We can say that there has been a lot of research about motivation. Most business leaders try to analyze the personality types of their employees through assessments such as DISC and Myers-Briggs. The main purpose of these applications is to determine general behaviors and tendencies according to personality types. Motivation books are also used to improve employee performance. Tools such as personality tests and motivation books inspire employees to contribute to these projects and performance. But what we call motivation for success is more about development and defining what is important. What a leader needs to do at this point is to make sure that meaningful and purposeful relationships are established with his employees. Such relationships enable employees to understand their leaders and at the same time more clearly.
For a good leader, reading employee reviews is not enough. You should be familiar with your employees and be able to offer help with their goals / career goals. The main goal here is to help each other. To achieve this, everyone in the group needs to know the motivation to work together.
Now it’s time to explain the 9 motivational factors that will optimize your relationship with your employees. As you read these items, think about how much you identify with each of them. You can also share your own business environment and leadership style and share it as a comment. Since this issue is very important and up-to-date, the more we talk about it, the better we can influence each other.
1) Being a Reliable Leader
Leaders who take care of their employees and take their interests into account gain the trust of their employees. This trust relationship between employees and managers will also increase employee motivation to succeed. Take, for example, a manager who cares about you and prefers open communication. This manager is clear about your expectations, does not hierarchy with you, and tries to involve you in the whole process, rather than assessing you at a particular job title. Such an attitude will help you to look ahead of your career, but will also motivate you to reach the next step. So you’re motivated for your own goals while meeting the performance your manager expects from you.
Trust is a very important motivation tool for employees. Leaders who are more transparent to their employees effectively expose their employees’ capabilities and contribute greatly to business performance.
2) Realize Yourself
Every person wants his work to be noticed and appreciated. Given the increasing competition in today’s business world, this situation becomes even more striking. For this reason, employees are looking for new ways of learning, talent development and investment in themselves. This is a great opportunity for leaders who are focused on understanding and developing employees’ capabilities. For example, you can start by looking for new ways to expand the potential of your employees.
It is important to help employees realize themselves. If you manage this process correctly, you will not be surprised by the increase in your employees’ performance and loyalty levels. When you help discover your employees, you will also motivate their success. In the long term, this will bring about open communication with your employees, reliable leadership and positive results for your company.
3) Prove Yourself to Others
This motivation factor can be said to be linked to the position of young workers towards older workers, especially recently. At this point, young workers are trying to prove that they are more agile than older workers. Employees never want to be marginalized and recognized in certain patterns, but for most young workers it is actually what drives it. This is of course not a generation difference: most of us have had to prove our competence for high positions in our business life. For example, negative attitudes, such as jealousy or suspicion towards young people who have achieved high positions and achievements at a young age, can become motivational for them.
As a leader, support your employees to go beyond expectations by taking responsibility. Encourage different ideas and see how your employees relate to innovation. Pay close attention to the capacity and potential of your employees, otherwise you underestimate them with an inadequate assessment.
4) Career Steps
Perhaps the most important factor in this list is progress and promotion. Employees are much more motivated as long as there is a progress option waiting for them.
This requires employees to be aware of the opportunities around them, as well as visible opportunities as well as invisible opportunities. As a manager, you can achieve the high motivation you expect as long as you provide opportunities for your employees and increase their chances of progress.
Remember, the fact that your employees are good at what they do does not guarantee the progress they expect. You have to help them with this.
5) No place for regret
Opportunities for achieving career goals are limited to people. Often, when you see someone who you think is more successful than you, you’ve wondered how you’ve accomplished it. The motivation of people who do not want to have regret in your private life and career is not to disappoint themselves.
As a leader, make sure your employees don’t have too much guilt. Share your career and story with them, especially your mistakes and achievements. Remember, an employee without faith cannot be successful. Prepare your employees for unexpected events, uncertainties and changes. In today’s business world, most people have questions about their future. Therefore, you must motivate your employees by providing them with the perspective and features that will lead to success.
6) A Reliable Future
Feeling safe is a source of motivation for employees. We all want our future to be stable, but we don’t know what the future will bring. So we can say that there is a race against time. At this point, motivation for employees comes from achieving success in a shorter time.
As we experienced in the 2008 economic crisis, we can all be caught off guard by unexpected changes in a short period of time. With that in mind, as a leader, be sure to provide a reliable and stable environment. You will see how employee motivation increases.
7) Prioritizing their own interests
This issue is very interesting and very important to approach from the right angle. People are motivated by selfish reasons: money, recognition, reputation… Motivation that satisfies only our own interests can also be risky. As Peter Drucker points out in his book Effective The Effective Executive,, when you look at a very strong person, you actually see someone with very weak sides.
As a leader, what you need to do here is to ensure that employee motivation is balanced and well-intentioned. Employees focused solely on their own interests will have a positive contribution in the short term, but in the long run it will have the opposite effect.
8) Making a Difference
As we mentioned at the beginning of our article, the motivation source of our employees is mostly based on the desire to make a difference. When this idea is adapted to business life, employees measure their success with the benefits they contribute to the company, both personally and in the long run.
As a manager, ensure that your employees take an active and continuous role in their work. The most important point here is that employees can take steps to make a difference in their work. Offer business opportunities that will contribute to your company’s long-term strategies and bring positive feedback to your employees. This attitude will benefit both your employees and the future of your company.
Finally, happiness is the most important source of motivation that will lead you to success. Being happy brings confidence and hopes for a better future. Sometimes, we can take on ourselves very seriously by taking our job very seriously. Take a step back and enjoy your journey. Remember, the basis of your motivation for success is to live a life that brings you joy and satisfaction.
As a leader, consider the job satisfaction of your employees, and be clear about your relationships with them. Assumptions are not enough. Even if your employees are not happy, they can continue to smile to protect their jobs. So make sure your employees are really happy at work and support it with 8 other motivation factors.