Max Motivational Atmosphere Getting Max Output From Employees

by Sunanda K. Chavan on Tuesday 1 February 2011, 4:03 PM | Category: Human Resources| View: 1481 views

Max Motivational Atmosphere Getting Max Output From Employees  



Employers and managers are always searching for ways to motivate employees. A manager's image is based on the performance of their department.

Maslow's hierarchy of needs theory focuses on meeting each level of development before growing on toward self-actualization.

Each level is as follows:

Material Needs


Sense of Belonging

Love and Friendship

Self Esteem

Self Actualization

The manager needs to conduct a performance evaluation, taking into consideration past performance levels versus current levels.

Let us have look at the Supporting Theory

Employees need job security to maintain their current lifestyles. With downsizing a reality, the need to motivate employees that are worried about losing their jobs is an organizational need. Addressing misperceptions and offering words of praise cost nothing, but in times of motivational need, they are an underused resource.

When we meet people who are regarded as successful or great achievers, it is tempting to assume that they are innately self-driven, or are natural leaders with high levels of motivational capability.

The benefits of motivation to an individual are quite obvious - people who are motivated tend to be more successful in achieving their personal and professional aims, which in turn has benefits in terms of their confidence and self esteem.

Given that people are usually the most important asset of any organization, inspiration is also a critical factor in the overall achievement of a team or business.

Three golden rules of motivation: Motivation does not take place on its own. In direct to be motivated or to motivate others, it is important to remember three golden rules of motivation before considering any individual techniques.


Two of the most common motivators are to know exactly what you are trying to achieve, and to then go out and achieve it. Not having a clear image of your goal or not believing that a goal is attainable will severely dent your motivation.

Motivation is neither infinite nor fixed: Motivation is not a one-off event. Something which provides motivation at one particular point in time may not be as effective in the future, due to changes in surroundings and circumstances. Even if circumstances remain stable, the most powerful motivational factors will lose impact over the course of time. For example you may attend a conference and feel energized by a particular speaker or meeting, and leave the event highly motivated to put what you have heard into action.

Employee motivation is a continuing challenge at work. Particularly in work environments that don't emphasize employee satisfaction as part of an embraced and supported overall business strategy, supervisors and managers walk a tough road.

Employee Motivation

Additionally, in determining the areas in which to provide employee motivation tips, here are key ideas from readers about how to increase employee motivation and employee job satisfaction.

Specific Actions to Increase Employee Motivation

These are seven consequential ways in which a manager or supervisor can create a work environment that will foster and influence increases in employee motivation - quickly.

Communicate responsibly and effectively any information employees need to perform their jobs most effectively. Employees want to be members of the in-crowd, people who know what is happening at work as soon as other employees know. They want the information necessary to do their jobs. They need enough information so that they make good decisions about their work.

Meet with employees following management staff meetings to update them about any company information that may impact their work. Changing due dates, customer feedback, product improvements, training opportunities, and updates on new departmental reporting or interaction structures are all important to employees. Communicate more than you think is necessary.

Stop by the work area of employees who are particularly affected by a change to communicate more. Make sure the employee is clear about what the change means for their job, goals, time allocation, and decisions.


Communicate daily with every employee who reports to you. Even a pleasant “good morning” enables the employee to engage with you.

Hold a weekly one-on-one meeting with each employee who reports to you. They like to know that they will have this time every week. Encourage employees to come prepared with questions, requests for support, troubleshooting ideas for their work, and information that will keep you from being blindsided or disappointed by a failure to produce on schedule or as committed.

Communicate openly, honestly and frequently. Hold whole staff meetings periodically, attend department meetings regularly, and communicate by wandering around work areas engaging staff and demonstrating interest in their work.

Implement an open door policy for staff members to talk, share ideas, and discuss concerns. Make sure that managers understand the problems that they can and should solve will be directed back to them, but it is the executive's job to listen.

Congratulate staff on life events such as new babies, inquire about vacation trips, and ask about how both personal and company events turned out. Care enough to stay tuned into these kinds of employee life events and activities.

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