Having unmotivated employees on the payroll is not without consequences for the company and its results. Finding the right ways to energize a team takes time, as motivations vary from one individual to another. Compensation is obviously a strong driver, but there are other ways of motivating employees without increasing their salary. Here are a few solutions to explore to motivate your teams.
Perhaps you've heard of "quiet quitting" in recent months? It's a trend that originated in the United States on the social network TikTok. It defines the gradual disengagement of employees. Having unmotivated employees on your payroll is not without consequences for your company and its results. Indeed, when your employees give their best and are willing to invest themselves on a daily basis, they are more productive. Finding the right ways to energize a team takes time, as motivations vary from one individual to another. Remuneration is obviously a strong driver, but there are other ways of motivating employees without increasing their salary. Here are a few solutions to explore to motivate your teams.
Employees need to feel that you trust them to carry out their assignments. This translates into the autonomy you give them when a new project arrives. This gives them the freedom to use their creativity. Of course, the level of autonomy depends on the employee's experience and seniority in the company. For example, you can validate the intermediate stages of project management with them. Then, the next time, we'll let him control the schedule on his own. Trust is also nurtured by regular, positive feedback. Weekly meetings are a key opportunity to review the work list, and to discuss operational issues and problems to be resolved. During these meetings, not all managers have a positive feedback reflex. And yet, the more positive the feedback, the more the employee feels able to take new initiatives that benefit the company, or to perform tasks more quickly, because they know they're doing "the right thing". When it comes to feedback, it obviously has to be a two-way street. You have to give the employee room to express himself. If the company is undergoing upheavals, such as a move or a rapid increase in staff numbers, be sure to ask them about these changes, which will upset their habits. Specialized tools for evaluating the employee experience have recently been developed. By regularly surveying the members of an organization, you can obtain valuable indicators of employee satisfaction.
Do you know Simon Sinek? This American author and lecturer, a management specialist, democratized the importance of an organization's "Why". He demonstrated that individuals, both consumers and employees, had a higher level of commitment when a company shared its raison d'être. What will the people working alongside you contribute? This is one of the first pieces of information you need to pass on to your teams, and the guarantee of a lasting bond between you. According to an Opinionway survey for Anact published in June 2022, six out of ten working people have already thought of leaving their job for lack of meaning. Behind "meaning" lies the notion of usefulness and the need to know that the actions we perform from morning to night will have a positive impact. If they don't, this can have consequences for our mental health (brown-out).
To make daily life easier for employees, consider limiting their commute by grouping different activities close to the office. For example, some companies are looking to improve well-being with on-site gyms. Others will set up company crèches to relieve the burden on parents. With the rise of slashers and side projects, some companies have removed
exclusivity clauses from employment contracts. As a result, working people are free to explore other fields that contribute to their personal development. More than advantageous, let's talk about proposing a singular and innovative organization of work. 5% of French companies have adopted the four-day week (i.e. 32 hours of work per week). This is how IT Partner has been operating since January 2021. In an article published on the France Info website, manager Abdénour Ainséba explains that his employees feel more involved. More surprisingly, profitability and sales have improved, while working hours have decreased. Laurent de la Clergerie, founder of LDLC, also opted for this approach, describing in Libération, "My absenteeism rate is super low, I have reduced staff turnover, fewer accidents in the workplace, little stress at work, no burn-outs: everything is positive. I have nothing but happy people, despite the fact that they work more 32 hours than they did 35."
You can encourage your colleagues to give their best by promising them additional income if they achieve good results: the famous target bonus well known to sales profiles. Yes, we tend to give our best when we want to achieve something. Simon Sinek summed it up on his Twitter account: "A boss wants to pay for results, an employee wants recognition for effort. If a boss recognizes effort, he'll get better results."
Another way to show your employees that you're grateful for their performance is to invite them to a tailor-made seminar. The Oasis House organizes corporate seminars in characterful residences with nature as far as the eye can see. Particular attention is paid to detail to ensure that your guests enjoy an enchanting setting in which to cowork. And if you're wondering what you could do during a team building event, take a look at our 9 original activity ideas. To motivate your teams, you need to take a number of factors into account. Promote trusting relationships by conveying the company's vision, adopt innovative working conditions and don't forget to reward employees when objectives have been achieved. What's the risk if you let their flame burn out? Quite simply that they'll leave you sooner than you'd like.
Enjoy this article? You may also like this article on employee retention.
Sources:
OpinionWay survey for Anact - June 2022 - Working people and meaning at work
https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action/comments
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