Human Resource Management And benefits Of Employee Motivation Blog Post - 3

                                              Benefits of Employee Motivation

                                                   Figure 1: Benefits of Employee Motivation

                            Source: https://www.hifives.in/benefits-of-having-a-highly-motivated-workforce/

Motivated personnel correlate with an organization’s performance; motivation is intangible, difficult to quantify and incredibly tough to regulate since it is impacted by various causes, but relatively simple to facilitate if done right (Anne Bruce, 1998). Motivation may be contagious. If one individual is actively perceived to be happy and engaged at work, morale will increase and enthusiasm spreads across the company. Increased creativity is an essential component for a company's capacity to innovate is the motivation of its personnel. Innovation is crucial for maintaining a firm long term, hence cultivating creativity and drive in your workplace is vital.

Motivated personnel will be deeply involved in the success of the firm; consequently, they will frequently be accountable for producing new ideas and improving corporate performance. Employee motivation and engagement are integrally related. Employee motivation levels have a direct influence on productivity (Mohammad Atiqur Rahman Sarker, 2012 ). If a person feels inspired at work, they are more likely to work harder for the organization. Employees who are driven carry out their tasks to the highest quality; output figures grow as a consequence of this.

In order to keep an employee, there are certain factors that must be addressed; such as people finding their position interesting and difficult, having the potential for advancement, having a good management and being motivated (John Shields, 2020). It is crucial for workers to feel inspired to work hard and accomplish objectives or gain promotions; without a cause to be motivated, they are more likely to stagnate and contribute less to the overall success of the firm.

Motivation relates to how focused and pleased an individual is in their work. If a person feels motivated, they are more likely to perform a good job and work hard. Motivation is particularly crucial for recruiting workers, keeping staff and overall levels of production in an organization. Reduced absenteeism, employee retention, and turnover, enhanced communication between management and staff, more productivity, and superior quality and service to customers are just some of the benefits that accrue when employees are inspired to do their best.

Although having highly motivated workers provides several advantages, the bottom line is always the most important factor for company owners. Companies are paying more attention than ever before to employee engagement, and with good reason: it's directly correlated with employee motivation (Christopher G. Reddick, 2008). Every company boss should make it a priority to foster a highly motivated staff. Many positive outcomes may accrue to a business whose leaders prioritize employee motivation and satisfaction.

High Employee Engagement

                                                     Figure 2: High Employee Engagement

                                      Source: https://amendllc.com/news/employee-engagement-1/

An engaged workforce can do miracles for a company’s bottom line, and it has been shown to be correlated with employee motivation (Turner, 2019). If a worker is inspired to finish a project, they will be more invested in the work they do. An employee might be either fully involved, somewhat engaged, or aggressively disengaged.

Knowing an employee's degree of interest may aid in determining what drives them, which can lead to greater productivity and morale (Clark, 2012). To inspire employees extrinsically, you may institute an employee recognition program for those who aren't invested in their job since they don't feel appreciated. As a result, they could start caring about the firm again.

High Productivity and Performance

Figure 3: High Productivity and Performance    

 Source: https://www.betterup.com/blog/what-is-productivity

Highly motivated workers often outperform their less inspired counterparts in terms of output and quality. They are more dedicated to their job and prefer to concentrate on completing their assignments to the best of their ability, which benefits their companies (Harris, 1994). They may leverage an employee's motivational drivers to boost output, performance, and efficiency in the workplace after you've uncovered their underlying motivations. 

When workers are inspired to do their best, productivity soars. If they aren't inspired to do their best work, it will show in their tardiness, quality, and productivity. Highly engaged and attentive workers are the result of a highly motivated workforce (Walters, 2010). They consistently show up on time and work hard to get everything done that has to be done without sacrificing quality. That raises productivity and boosts overall production for the company.

Great Levels of Creativity and Innovation

Figure 4: Great Levels of Creativity and Innovation

Source: https://elbruno.com/2015/09/21/innovation-how-diversity-can-be-used-as-an-engine-fosteringcreativity-the-good-diversity/    

Motivated workers are abler to adapt to change, find novel solutions to problems, and think beyond the box (Michael C. Mankins, 2017). An employee who is highly driven to reach a goal will not be deterred by difficulties, but will instead voluntarily think of novel approaches to overcoming them.

In fast-paced small firms and startups, where workers often wear several hats, having a staff that can adapt to changing circumstances is crucial to the company's success (John Shields, 2020). Motivated groups are more likely to come up with novel solutions.

Better Customer Service

Customer satisfaction increases when workers in customer-facing roles are inspired to provide their best efforts. In the long run, this might lead to happier customers and more business. This is especially true in the modern day, when consumer feedback and satisfaction may make or break a business (Kline, 2018). A team of highly motivated workers may assist you in accomplishing your goal. Motivated workers are more likely to take pride in their job and make extra efforts to provide high-quality results.

Customer service and overall job satisfaction tend to be better in the service sector. Every interaction with your brand should be a memorable and positive one for the consumer. The company's consumers will get the finest service possible thanks to the dedication of their staff members (Fazzi, 1994). When interacting with clients, dedicated staff will always provide the finest possible image. In general, word-of-mouth advertising increases when customers are treated with such kindness. Such efforts to inspire company staff will pay dividends in the form of converted clients who will spread the word about their business for you.

Great Company Culture

Motivating your staff may do wonders for teamwork and morale in the workplace. Positive attitudes and consistent effort spread across an organization when personnel is invested in their work and their firm (Graeme Salaman, 2005). The result will be a more favorable work environment where workers are more likely to feel invested in the company's success and work together effectively. A negative work environment may stifle innovation and development, which can slow expansion. A motivated workforce produces more positive results.

Workers' morale is boosted as a result. Motivated workers work well with others and are simple to cooperate with (Sham Dayal, 2010 ). As a group, they may work together to overcome an obstacle by recognizing one another's efforts and lending each other encouragement and assistance. A trusting and good work environment is the natural result of such actions by workers and management.

References

Anne Bruce, ‎. S. P., 1998. Motivating Employees. London: McGraw Hill Professional.

Christopher G. Reddick, ‎. D. C., 2008. Handbook of Employee Benefits and Administration. London: CRC Press.

Clark, T., 2012. The Employee Engagement Mindset: The Six Drivers for Tapping into the Hidden. London: McGraw Hill Professional.

Fazzi, R. A., 1994. Management Plus: Maximizing Productivity Through Motivation, Performance, and Commitment. New York: Irwin Professional Publishers.

Graeme Salaman, J. S. J. B., 2005. Strategic Human Resource Management: Theory and Practice. 2nd ed. London: SAGE.

Harris, D. H., 1994. Organizational Linkages: Understanding the Productivity Paradox. Washington: National Academies Press.

John Shields, ‎. R. ‎. B., 2020. Managing Employee Performance and Reward: Systems, Practices and Prospects. Cambridge : Cambridge University Press.

Kline, S., 2018. Positively Managing Performance: Your Roadmap for Managing Employees, Increasing Engagement and Creating a High Performance Work Environment. Chicago: Lifestyle Entrepreneurs Press.

Michael C. Mankins, ‎. G., 2017. Time, Talent, Energy: Overcome Organizational Drag and Unleash Your Team. Harvard : Harvard Business Review Press.

Mohammad Atiqur Rahman Sarker, M. J., 2012 . Employee Motivation Through Non-Financial Incentives. Washington: Lap Lambert Academic Publishing GmbH KG.

Sham Dayal, S. D. P., 2010 . Accelerating Productivity: Strategy for High Growth, High Performance and High Motivation Levels in an Organization. Liverpool: CreateSpace Independent Publishing Platform.

Turner, P., 2019. Employee Engagement in Contemporary Organizations: Maintaining High. London: Springer Nature.

Walters, J., 2010. Positive Management: Increasing Employee Productivity. New York: Business Expert Press.

 By: MJM Sabry