How to drive Employee Motivation

May 15, 2017

Employee motivation is an evergreen aspect in the field of Human Resource. There is much debate among scholars and too many researches have been done on how to motivate employees at work. Employee Motivation is one of the key factors of organizational productivity. The problem lies in the fact that not any two employees’ mindset is the same. Different employees have different employee motivational factors. Now the problem lies in how to gel different people together (having different mindsets) and drives them to achieve a common goal of organizational productivity.

Employee Motivation can be defined as every employee’s intensity, direction, and persistence of effort towards attaining a common organizational goal. So motivation has three factors which define its amount of its drive and consistency.

Generally, we think that the intensity factor is the main reason which drives employee motivation towards achieving peak organizational productivity. But modern theories in organizational behavior are against such assumption. We all know that initially when we are motivated to achieve something the intensity behind our drive is much high. But it’s true that our motivational level whines away in many of the cases upon a period of time and we fail to achieve our goal.

Thus two other factors are essential in maintaining employee motivation. The role of the human resource department lies in the factor that how much they can drive the motivation level of employees to a particular direction and make them work persistently day in and day out until the ultimate goal of the organization is achieved. For this, the HR department first must conduct different employee surveys to understand the motivational triggers of the individual employees.

The next step of the HR department should be doing competency based training need analysis or TNA to guide employees towards a specific direction and degree of performance benchmarks. Lastly, competency based periodic 360-degree performance review should be done to ensure continuous persistence of effort towards achievement of a common organizational goal.

Now, why do we need to conduct Competency focused Training Need Analysis? We need to do this to fix a common direction of achieving organizational success which should be the result of the various efforts of the employees to achieve their career goals. Previously training need analysis was done which was not job specific competency focused failed many times to tune in employee performance towards a common direction.

Competency focused TNA measures the lacunae of individual skill gaps of every employee and helps customize the training programs to suit the need of individual employees. This is not a one size fit all training program where a large number of employees are made to flock in a yearly gala program and common training are provided to all. This is a highly customized training program where training is made in small batches in round the year training calendars. Thus it makes a much larger section of employees more proficient and garners team cohesion in a common direction.

Now, once the employees receive specific training; how should the HR department and Managers ensure that employees are persistent in pursuing the performance benchmarks?

Continuous competency focused 360-degree performance review are the final cog in the wheel to drive Employee Motivation to the optimum level. Traditional top-down yearly performance reviews are detrimental for employee engagement and growth as the there is no say of the employees in the performance reviews.

360 Degree performance reviews which are competency focused pinpoints the development aspects much transparently. Here the employees can expect a fair say in the ratings of their performance as they themselves, peers, colleagues, and subordinates are too part of the performance review. And as it is job competency focused so they know what the skill sets they need to improve are and up to which extent. If they are overdoing anything in the job they are now aware when to stop those things. So in this way, the HR and the Managers can drive employee motivation more persistently towards achieving a common organizational goal.

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